Article

Men's health guidance

Guidance for organisations on how to take practical steps to support men’s health and promote a preventative approach.

20 August 2025

This guidance helps organisations implement measures that support men's health and promote cultural change to reduce the stigma surrounding this topic.

According to gender statistics released by NHS Digital in 2025, over 22.5 per cent of our NHS workforce are male or identify as male. Out of a total of 2.6 million NHS staff, approximately 464 ,000 are men working in the NHS.

As part of the government’s 10-Year Health Plan for England, the upcoming Men’s Health Framework highlights the urgent need for NHS organisations to prioritise men’s health and wellbeing. This is reinforced by evidence from the Local Government Association and the Men’s Health Forum, which shows that men face significantly higher rates of serious health conditions compared to women. On average:

men’s life expectancy is nearly four years shorter than women’s

one in five men die before the age 65

men are less likely to visit the doctor than women

four in five men's deaths by suicide in England are among men under 35.

A range of factors, including ethnicity, sexual orientation, disability, and socioeconomic background shapes men’s health. Tailoring support to reflect these intersections can improve engagement and outcomes, ensuring that health and wellbeing initiatives are inclusive and effective.

The NHS people promise focuses on prioritising ‘looking after our people’, to ensure staff are safe and healthy at work and can deliver safe and high-quality patient care. This guidance outlines how health and wellbeing leads, managers and employees can work together to support the physical and mental wellbeing of men working in the NHS. While the topics covered are not exhaustive of all men’s health issues, they reflect key areas where our network has expressed a need for greater support. 

How your organisation can support men’s health

Understanding the health and wellbeing needs of male-identifying staff is essential for developing targeted and effective interventions. Managers and wellbeing leads can use a combination of organisational data and staff engagement to build a clearer picture of men’s health across the workforce.
- Review workforce metrics using the Electronic Staff Record (ESR) to identify male-identifying staff and analyse sickness absence trends by gender.
- Explore NHS Staff Survey results and feedback to uncover themes related to men’s health, such as mental wellbeing, help-seeking behaviours, or access to support.
- Consider demographic factors like age, role type, and working patterns to tailor interventions and communication channels.
- Use the NHS Health and Wellbeing Framework diagnostic tool to assess organisational performance and identify priority areas relevant to men’s health.
- Collaborate with Occupational Health to understand referral reasons, links to sickness absence, and uptake of services such as counselling or physiotherapy.
- Supplement existing data with qualitative insights from focus groups, wellbeing conversations, or anonymous feedback to explore barriers and motivators specific to men.
- Monitor engagement with men’s health intranet pages and resources to identify what content is most accessed and relevant.
- Engage union representatives to explore emerging themes and understand staff needs around men’s health and wellbeing.
Use your data and insights to plan and implement targeted actions that support men’s health.
- Understand your audience and target interventions to meet the specific needs of different groups.
- Focus on early support and preventative approaches before issues escalate. 
- Draw on academic research and insights from your networks to inform preventive approaches.
- Establish realistic timelines that allow for early wins and long-term impact. 
- Define success early and use robust methods to measure the effectiveness of proactive and preventative interventions.  
- Identify potential challenges and develop strategies to overcome them before they arise. 
Use our Seven steps to an effective health and wellbeing campaign guide to help you plan your campaigns.
Embedding men’s health into organisational culture 
Does the organisational culture enable the successful implementation of your strategy? Are the basic needs of men being met for example, with access to sufficient breaks, including food and water. There is more value in your psychological interventions if you ensure the culture can support these basic needs. Without this staff will have less capacity to respond to higher level interventions relating to their psychological and self-fulfillment needs.  
Resources, capacity and infrastructure 
Consider the sustainability of your strategy:
- Do you have the time, resources and funding needed to deliver a campaign effectively? 
- Are the right teams and tools in place to support cross-team collaboration and help you achieve your goals?
- Does the organisation have the infrastructure to support implementation? For example, a communications team with capacity to promote awareness days? If not, could wellbeing champions spread the word? 
Secure board level support  
Engaging your board is key to gaining buy-in from senior leaders and driving your men’s health strategy forward. Use our get your board on board guidance to help you secure their support before implementation. 
Encourage leaders to actively promote men’s health and role model supportive behaviours. Visible support from senior leadership helps to shape organisational culture and fosters a positive, open attitude toward wellbeing.
Collaborate across teams 
Work with colleagues in organisational development, communications, occupational health, human resources and learning and development teams to tap into their expertise to support your strategy. For example, partner with the learning and development team to create training and tools that promote men’s health. Engage the occupational health team to ensure their services meet men’s health needs. Collaborate with trade union representatives to amplify and support the voice of men in your organisation. 
Make wellbeing information visible and inclusive 
Ensure resources are available in both digital and physical formats, such as online advice, posters and leaflets placed around the workplace. Make sure all staff can easily access them, especially those in clinical roles who may benefit from resources available in their work areas rather than online. 
Enable managers to support men’s health 
Equip managers with the skills to recognise early signs of poor mental and physical wellbeing in men. Ensure they know where to signpost staff for further support, including internal resources and specialist teams. 
Refer to our health and wellbeing conversations guidance for tips on embedding these discussions into everyday practice. 
Set up training to help managers understand key topics in men’s health and when to consider interventions such as referrals to occupational health. 
Encourage staff participation in delivering the men’s health strategy to build engagement and shared ownership.
Below are some ideas to help facilitate involvement across different teams and roles:  
Set up a safe, inclusive space for discussions  
Research highlights the importance of creating safe, inclusive spaces where men feel comfortable discussing personal and health related issues. Familiar, informal or anonymous environments can help reduce stigma, encourage ongoing conversations and build trust, something that often develops slower in men,
particularly those from marginalised groups. Offering virtual or informal options can further improve accessibility and ensure support reaches those who might otherwise remain silent.
Empowering participants to shape the strategy  
Encourage network members to take ownership of the men’s health and wellbeing strategy. Give them autonomy to plan activities to foster engagement, interest and participation. Be mindful that not all men identify with traditional male-focused themes. Stereotypes and assumptions can be limiting and even harmful. Research by the Samaritans highlights that there is no one-size fits all with supporting men’s wellbeing. Ask participants directly what topics matter to them.  
Align your events with national health campaigns and awareness days to increase visibility and relevance. Cover a broad range of topics, such as Alcohol Awareness Week or World Suicide Prevention Day, to reach a wider audience and inspire meaningful conversations. Use our calendar of national campaigns to guide your planning. It highlights key dates and themes across the year, helping you coordinate your activities with broader health and wellbeing initiatives.
- Use your wellbeing champions to share messages and promote initiatives to support men’s health across the organisation. Explore our guide on how you can introduce health and wellbeing champions to embed this approach effectively. 
- Identify the most effective communication channels for staff. Consult with the communications team to understand which methods have worked well in the past and tailor your messaging accordingly.
- Consider the audience and the best way to reach them. Determine whether the message is aimed at a specific subgroup or relevant to all men in the organisation. Research on the successful mental health promotion with men shows that younger men often prefer digital communication, while older men may respond better to face-to-face engagement. 
- Ensure messaging is inclusive. Encourage participation from trans men, non-binary people and women. Reinforce confidentiality in communications to help those who may feel hesitant about sharing personal experiences. 
- Provide regular updates on events and campaigns. Sharing staff stories and personal experiences related to men’s health and how new initiatives have supported them can boost engagement. NHS networks have noted strong interest in senior leaders sharing their own experiences.    
Use robust evaluation methods to measure the success of your interventions and your overall strategy. Define what success looks like from the outset and set measurable objectives to help you assess real impact. Our evaluation guidance can support you in this process.
 Key actions for health and wellbeing leads  
- Collaborate with organisational development teams to foster a culture that normalises conversations around men’s health and encourages organisation-wide engagement.  
- Ensure line managers receive training to recognise, support and signpost staff experiencing men’s health related issues.
- Offer a comprehensive wellbeing package with accessible, well promoted resources that staff can be directed to.  
- Create working conditions that support mental and physical health, such as flexible working arrangements and compassionate leadership. 
- Ensure policies, events and networks are inclusive, reflecting the diverse backgrounds and experiences of men across the organisation.

Topics and resources to support men’s health 

Below you’ll find a selection of relevant topics and resources to consider when planning your approach to supporting men’s health. This is not an exhaustive list, so we recommend taking a localised approach to ensure your strategy meets the needs of your organisation and staff. 

Around one in eight men in England experiences a common mental health problem such as anxiety, depression, panic disorder or obsessive-compulsive disorder (OCD), as outlined on the mental health foundation website. However, men are less likely to seek help than women, meaning many cases may go undiagnosed or unreported.  
Suicide is the leading cause of death for men under 50 in the UK, with significantly higher rates among certain ethnic minority groups. It is vital that staff are empowered to recognise and assess suicide risk in colleagues. A case study from University Hospitals of Northamptonshire NHS Group highlights how targeted support was provided to staff who were at serious risk of suicide. The Samaritans offer a dedicated section on middle-aged men and suicide, outlining key risk factors and providing evidence based research and recommendations to support men’s mental health. 
Excessive drinking is more prevalent in men compared to women and is associated with significant risks to men’s health and safety. High levels of alcohol consumption increase the risk of several cancers, including mouth, liver, colon and prostate are often linked to alcohol use before suicide among men.
In the workplace, alcohol misuse is strongly linked to employment challenges, including reduced productivity, increased absences and safety risks. Line managers must be equipped to recognise signs of alcohol misuse and know how to signpost staff to appropriate resources and support when a colleague seeks help.    
Drinkaware – offers facts, advice and support and tools to support individuals and their families/friends.  
According to statistics collected from the UK Addiction Treatment Centres, men are more likely to: 
- use recreational drugs and experience more severe forms of addiction
- die from drug-related deaths, which are more common among men than women. 
Employers have a legal duty to protect the health, safety and welfare of their employees. Recognising the signs of drug and alcohol misuse is essential for managing workplace risk regardless of gender. The Health and Safety Executive (HSE) provides guidance on developing a drug and alcohol policy, communicating with staff and understanding legal responsibilities.  
FRANK offers a free email, phone and text service for those wanting information and help and advice about drugs.  
- More than 75 per cent of active online betting accounts are held by men, making gambling a significant issue that can impact men’s mental health.   
- GamCare is the leading UK provider of free information, advice, and support for anyone affected by gambling-related harm.  
- Gamblers Anonymous UK runs local support groups and follows a twelve-step recovery approach similar to Alcoholics Anonymous.  
Addictions such as gambling, alcohol and drug misuse can negatively impact financial wellbeing, creating a cycle of stress and reduced overall wellbeing. While financial wellbeing is often seen as a personal responsibility, it is in fact a shared responsibility between employers and employees.  
The following resources support open conversations and practical action 
- NHS Employers financial wellbeing resources to help organisations develop robust support strategies.  
- The money and Mental Health Policy Institute outlines seven steps to build employee’s financial resilience. NHS England provides financial wellbeing support  including helplines and guidance for staff.
The digital weight management programme for NHS staff offers access to a 12-week online weight management plan to support a healthier lifestyle and weight management.  
Consider setting up group exercise clubs or workplace fitness events to encourage participation and build a sense of community. NHS employees also benefit from exclusive discounts on gym memberships, which can be promoted as part of your wellbeing offer. 
The Everything App (formerly Doing Our Bit) offers free and discounted wellbeing services for NHS and care sector staff. It includes on-demand fitness, yoga, mindfulness, and resilience content, plus daily live-streamed sessions. Staff can access specialist resources for leadership, stress management, mental health, social wellbeing, and nutrition, including support for families and young people. NHS email users receive at least 25 per cent off in-person classes and can create or join wellbeing groups across organisations.
There are some male-specific cancers that males may feel worried about. Routine bowel cancer screening is available for those aged 60 or above. Raising awareness and having sufficient information about the types of cancers men may feel worried about could be beneficial. The following charities provide a range of support and resources:
- Prostate Cancer UK
- Testicular Cancer.
Andropause
The andropause, often referred to as the male menopause, is a condition that is associated with a decrease in the male hormone testosterone. A decrease in testosterone tends to happen in ageing males, with males reporting symptoms emerging between 40 and 50 years of age.
There are many symptoms of the andropause that males may experience, such as:
- muscle and bone weakness/loss
- weight gain
- insomnia
- headaches
- decrease in energy, focus and motivation
- mood swings, including depression.
You can read more about andropause on the NHS male menopause web page.
Case study example
After identifying that 42 per cent of its male staff were aged between 40 – 60 (the expected andropause age), East Midlands Ambulance Service NHS Trust felt it essential that andropause guidance was developed, so employees and managers can support staff experiencing andropause related issues, as well as help create an environment where conversations about the andropause can be instigated.
You can read the East Midlands Ambulance Service andropause guidance here. For further information or support on this guidance, please contact Lee Goddard at lee.goddard@emas.nhs.uk.
The menopause
The menopause could also be an area that impacts on men’s wellbeing. As we know, menopause is not just an issue for people born to the female gender but an organisational issue. For example, if a person’s partner, close friend or family member is experiencing menopause, they may seek information on how to support them or to increase awareness of what they are going through.
Research has found that a partner’s menopause symptoms can put an emotional strain on a relationship (causing arguments or tension) and contribute to their sleeping issues.
Our menopause and the workplace web page outlines how the menopause is an organisational issue, and that workplaces should naturally strive to make information about the menopause accessible to all staff members, regardless of gender. Organisations may wish to consider holding information or drop-in sessions specifically for males wanting to know how to support someone experiencing menopause.
Loneliness in men is a widespread but often underestimated issue, affecting mental health, relationships, alcohol consumption and even workplace wellbeing. The lack of men acknowledging loneliness exacerbates its impact, particularly in socially deprived areas and high-stress professions like healthcare.
Addressing this issue requires targeted interventions that encourage open conversations, reduce stigma and improve support systems across different demographics.
Further resources on loneliness:
The Office for National Statistics Crime Survey for England and Wales (CSEW) year ending March 2023 shows an estimated 751,000 men aged 16 years and over experienced domestic abuse in the last year; a prevalence rate of approximately 3.2 per cent of men.
The Mankind Initiative states that nearly half of male victims fail to tell anyone they are a victim of domestic abuse and are nearly three times less likely to tell anyone than female victims. Over 40 per cent of men report mental or emotional problems as a consequence, with over 10 per cent of males attempting suicide as a result.
It is important that managers can recognise signs of physical and emotional abuse that men may experience at home and signpost them to appropriate avenues of help. Here are some useful resources and contacts to help you with this.
NHS England issued a letter to key leaders in the NHS to remind staff of the crucial signs of domestic abuse and the services available to help them support patients, seek help if they are affected or support colleagues. 
South Western Ambulance Service NHS Foundation Trust (SWAST)
Just over half the people in SWAST identify themselves as males. The trust's in-house staff wellbeing support service - the Staying Well Service - was developed to bring awareness and education to male wellbeing concerns. Its dedicated intranet section, aptly named 'Testoster-zone', houses a wide variety of information on male health issues, such as prostate cancer, testicular cancer and men’s mental health, signposting men to information, resources and support.
The trust is currently reviewing its suicide resources to raise awareness and help remove the taboo around talking about suicide, and to raise specific awareness of male suicide; the risk of suicide in male paramedics is 75 per cent higher than any other healthcare professional.
NHS South Yorkshire ICB
During 2021/22, the organisation piloted different activities as part of its NHSE Enhanced Health and Wellbeing pilot funding. Activities included a series of webinars aimed at men and hosted by Westfield Health, virtual sessions run by Andy's Man Club, opening up menopause webinars to male colleagues and creating a web page specific to men's health.
During 2023/24 the trust conducted a project to research more on men’s health and how to encourage men to consider their health and wellbeing. The team surveyed male colleagues on what they thought of the pilot scheme and set up a task-and-finish group to look at what could be done in the future. They also arranged virtual Men-o-pause cafes aimed at men and facilitated by male-trained menopause advocates - part of South Yorkshire's Mission: Menopause Project, which trained male menopause champions and advocates.
Doncaster and Bassetlaw Teaching Hospitals NHS Foundation Trust
The trust was aware that male colleagues found it harder to access health and wellbeing support. In response, they introduced targeted initiatives such as walk and talk days, Andy's Man Club sessions and the introduction of male menopause advocates. The team also introduced know your numbers sessions, where they visit departments to carry out basic health checks on staff, including blood pressure and BMI, and to signpost the support available.
The Rotherham NHS Foundation Trust
To specifically target male colleagues within wellbeing initiatives, the trust marketed its health surveillance and promotion as 'having a car MOT, having a health MOT - getting your chassis checked'. The wellbeing team engaged with male staff directly, for example, hosting workshops and pop-up health checks for male colleagues within estates and facilities. They also organised specific activities such as football tournaments, men's health quizzes, and dad and kid crafting groups.
- Andy’s Man Club offers nationwide talking groups for men.
- Men's Shed holds community spaces for men to connect, converse and create, aiming to reduce feelings of loneliness and isolation.
- The Men’s Health Forum contains information, online training and resources surrounding men’s health and wellbeing. It has several downloadable toolkits and posters that cover topics such as stress, weight loss and diabetes.
- NHS Practitioner Health is a free, confidential, NHS primary care mental health and addiction service with expertise in treating health and care professionals.

Men's health guidance

How your organisation can support men’s health

Embedding men’s health into organisational culture

Resources, capacity and infrastructure

Secure board level support

Collaborate across teams

Make wellbeing information visible and inclusive

Enable managers to support men’s health

Set up a safe, inclusive space for discussions

Empowering participants to shape the strategy

Key actions for health and wellbeing leads

Topics and resources to support men’s health

Andropause

Case study example

The menopause

South Western Ambulance Service NHS Foundation Trust (SWAST)

NHS South Yorkshire ICB

Doncaster and Bassetlaw Teaching Hospitals NHS Foundation Trust

The Rotherham NHS Foundation Trust

Related content

Guardians of Safe Working Hours Conference 2025

Duty to manage: ensuring safe environments in the NHS

Implementing agile working in the NHS webinar

Navigating your future: transitioning to the Portfolio Pathway for SAS doctors