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Small business health insurance. Rate fixed for 2 years.

Two-year fixed rate included at no additional cost with Select health insurance. Available for new small business customers who purchase directly from Bupa and do not hold an existing health insurance policy. Call us on 0345 266 8974^ to find out more. T&Cs apply†
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Open up
Healthy minds.
Healthy business.

Mental wellbeing affects us every day. Especially at work, but we don’t often make it a priority or understand the connection with our physical health, which needs to change.

Did you know people with a long-term physical condition are two to three times more likely to develop a mental health problem?1

That’s why we want to share our commitment. It’s time we all opened up and made mental health a normal topic of conversation in the workplace. Listen to our business leaders share their experiences for a heads up on mental wellbeing so you can get the conversation started with your team.

Read the full story

Mental health issues like stress, anxiety and depression are common

 

Only half of people who struggle with mental health issues speak to their managers about it.2

still consider mental health to be a taboo subject in the workplace.3

employees think that they are better off suffering in silence.3

Mental ill health is now the primary cause of long-term sickness absence for one in five UK organisations.4

We believe being open about mental wellbeing in the workplace is crucial. Everyone has an individual mental wellbeing story and we want our teams to feel that they can share theirs. Here are some of our employees sharing theirs – together we can break the silence.

Encouraging your employees to talk about their mental health might feel tricky at first, but creating an open and honest atmosphere will help your employees to feel comfortable to #OpenUp.

#OpenUp

#OpenUp #OpenUp
#OpenUp

Mental health at work: a heads up from Richard.
#OpenUp #OpenUp
#OpenUp

Mental health at work: the power of open conversations
#OpenUp #OpenUp
#OpenUp

Open up: Josh’s story of mental health at work.

#OpenUp #OpenUp
#OpenUp

Open up: Mani’s story of mental health at work
#OpenUp #OpenUp
#OpenUp

Open up: Rachel’s story of mental health at work
right Next

    “A huge part of my recovery is owed to my manager and my colleagues. At first I wasn’t sure if I should be open with them but in hindsight I shouldn’t have worried. The support was incredible.”

    Joshua’s story

    How are we encouraging our teams to #OpenUp?

      

    1. Education

    Our online learning and development area is home to information around the signs of mental health issues, suicide awareness and the top five mental health problems that affect colleagues.

    2. Conversation

    We run company-wide campaigns that encourage employees to freely express their feelings and speak openly about mental health.

    3. Training

    • Mental health first aid
    • Line managers guide
    • Performance energy training

    4. Support and treatment

    • 24/7 telephone counselling
    • Online cognitive behavioural therapy
    • Face-to-face counselling

    Want advice on talking about mental wellbeing with your team? Take a look over our guide for managers.

    Discover more information about workplace mental wellbeing


    Workplace mental health Manager’s guide (PDF 1MB)

    The most extensive business mental health insurance†

    We’ve opened up our cover to help more people get the support they need. It’s called the Business Mental Health Advantage


    Learn more

    †As of September 2023, this comparison to other products in the market is based on Bupa’s and Defaqto’s interpretation of the differences between Bupa’s SME Select and Corporate Select health insurance products and other health insurance products offering mental health cover. The comparison excludes any special offers or promotions which may temporarily alter the cover offered. Cover comparison information is for personal use and guidance only and does not constitute any contractual representation, warranty or obligation by either Bupa or Defaqto about the completeness, accuracy, reliability, suitability or availability of the comparison. Neither party accepts any liability for errors, omissions, direct or consequential loss in relation to this comparison.

    See PDF How we compare: Small business (PDF 0.1MB)
    See PDF How we compare: Corporate business (PDF 0.1MB)

    Listen to our podcast today

    What it means to be a mental health first aider

    Discover how our employees have become mental health first aiders and what the training involves.

    Listen now

    Supporting your team’s mental health: 10 tips for managers

    One in six of your team members are likely to be affected by a mental health problem at any given time.6 So as their line manager, how can you tell which of your staff might be in need of your support?

    Each of us has a responsibility for looking after our own mental health, but managers can make a big difference by being aware of how their team might be feeling, and looking out for signs that someone might benefit from assistance.

      1. Hold regular catch-ups

      Meeting regularly with your staff helps you to get to know one another better. This puts you in a good position to spot changes in their behaviour that may indicate that they’re struggling with their mental health. It also gives your staff a chance to get to know you more closely, which may make them more comfortable about reaching out to you if a time comes when they need support.

      2. Learn more about mental health

      Strive to learn more about mental health. There are a range of conditions that people may experience. Reading up will help you to understand some of the potential signs of a mental health problem, and allow you to approach conversations about mental health more confidently.

      3. Know the broad signs

      There’s not always a simple way to know that someone is experiencing poor mental health. Each mental health condition has a different set of potential symptoms, which can also vary from person to person. However, on a broader level, there are some general indicators that you can look out for. These include:

      • poor concentration
      • being easily distracted
      • worrying more
      • finding it hard to make decisions
      • feeling less interested in day-to-day activities
      • low mood
      • feeling overwhelmed by things
      • tearfulness
      • tiredness and lack of energy
      • talking less and avoiding social activities
      • talking more or talking very fast, jumping between topics and ideas
      • finding it difficult to control emotions
      • drinking more
      • irritability and short temper
      • aggression

      4. Don’t make assumptions

      Even when you understand some of the signs of poor mental health, this doesn’t mean you should make assumptions about what mental health problems your employees may have. Instead, use this knowledge as a way of noticing when you should check in and start a conversation about how your employee is coping right now. Let them lead the conversation and tell you more about how they feel, rather than making guesses or jumping to any conclusions.

      5. Create an open culture

      As a manager, you can work to create an environment where people feel like they can be open about problems they’re facing. This can help people feel able to tell you about difficulties they’re facing much earlier, before they reach a crisis situation. Be approachable and make it clear that you’re ready to meet with your team whenever they need you. Facilitating a fair and welcoming culture – for example, where there’s no place at all for bullying – is also really important for team morale and mental health.

      6. Be aware of workplace triggers

      Work can play a positive role in supporting good mental health, for example by helping people to feel fulfilled and valued, and providing a stable routine. But it can also trigger mental ill health by putting too much pressure on people.

      Be aware of aspects of your workplace that may be putting undue stress on your team, for example:

      • long hours
      • unmanageable workloads
      • lack of control over work tasks
      • difficult relationships with colleagues

      When you’re trying to understand how your staff might be feeling, keep in mind whether they are facing any of these difficulties. If they are, they may be at risk of becoming stressed and having poorer mental health as a result.

      7. Promote and improve the support your organisation provides

      If people know that their employer provides mental health support, they may be more likely to open up about any problems and access help sooner. So make sure that your team know about any support available to them. This could include an employee assistance programme (EAP) if your organisation has one, or access to counselling. If no support is available, now is the time to introduce it.

      8. Lead by example

      Some of your team members might be afraid to speak up about their mental health problems in fear that it may be seen as a sign of weakness or failure. You can set an example for those around you. By colleagues in more senior positions sharing their own experiences of mental health, it can signal to others that it’s OK to be human. By showing that you understand, you may make it easier for them to ask for help and give them the courage to speak up.

      9. Invest in training

      Early intervention can play an important role in helping someone with a mental health problem in their recovery. So by teaching yourself and other managers how to spot the signs of mental health problems and how to help, you can help employees to get the help they need as soon as possible. Only around one in every four managers currently receive mental health training.7 So why not get ahead of the curve and arrange training for you and your fellow managers? This is offered by mental health organisations, including Mind.

      10. Look after your own mental health

      It’s crucial to look after your own mental health. Doing so will put you in a better position to offer support to others. Be aware of how you feel, especially at times when you have a heavy workload, and take steps to stay healthy. That might include eating well, exercising, and generally making time to relax and do things you enjoy outside of work.

      Having a conversation with a colleague who might be struggling

      Stress, depression and anxiety are responsible for about 14 million days of sick leave each year in the UK. And this just goes to show how common mental health problems are in the workplace. All of us can make a difference by looking out for our colleagues, and being there for them if they seem to be having a hard time.

      Read more
      Download Managers Guide (PDF, 1MB)

      Cover for your team’s mind and body

       

      Small business owner?

      2-250 employees? Call our friendly team on 0808 231 6199 for more information or get a guide price online.

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      Looking for health insurance for over 250 employees?

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      References

      ^ Lines are open Monday to Friday 8.30am to 6pm. We may record or monitor our calls.

      Bupa health insurance is provided by Bupa Insurance Limited. Registered in England and Wales No. 3956433. Bupa Insurance Limited is authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority. Arranged and administered by Bupa Insurance Services Limited, which is authorised and regulated by the Financial Conduct Authority. Registered in England and Wales No. 3829851. Registered office: 1 Angel Court, London, EC2R 7HJ.

      †Terms and conditions

      1. In these terms and conditions, references to “Bupa” are to Bupa Insurance Limited, which may act through its agent Bupa Insurance Services Limited.
      2. Eligible clients will receive 2-years fixed rate at no additional cost (the “Offer”) when purchasing a new Bupa Select Company PMI Policy (the “Select Policy”) subject to these terms and conditions. The Offer cannot be used against any other Bupa product or service.
      3. The Offer is available to UK registered small or medium sized corporate entities (including, for example, companies, partnerships and associations) covering between 2 and 249 employees (“SMEs”) who purchase a new Select Policy directly from Bupa.
      4. The Offer is available to new SME clients and is not available for the following:
        • a. SME clients who are switching from an alternative company health insurance provider; or
        • b. SME clients who purchase their Select Policy through an intermediary; or
        • c. existing Bupa clients who hold a policy for any Bupa product or service.
      5. The Offer is only available for new SME clients for whom a quote is provided for a Select Policy. Quotes are valid for 28 days and Bupa’s standard Terms of Business and Bupa Select Policy Terms & Conditions will apply.
      6. The fixed rate option guarantees the price of the Select Policy for 2 years (the “Fixed Period”). However, this is not protected from any increases in Insurance Premium Tax (“IPT”) at the first renewal. Changes to the Select Policy made during the Fixed Period may also affect the price at the first renewal, although the rate per member will remain fixed. Examples of changes to the Select Policy include (but are not limited to): adding or removing members and dependents from the Select Policy, babies covered on a complimentary basis becoming paid-for child dependents at the first renewal, and child-dependents reaching the age of 24 during the first year of cover who would then be required to pay the adult rate in the second year of cover.
      7. You may not be able to amend the benefit options of the Select Policy at your first renewal when choosing the fixed rate option.
      8. When calculating renewal prices for a Select Policy after the Fixed Rate period, Bupa considers additional factors such as (but not limited to) claims history, age of members, the rising cost of healthcare and IPT, which will be factored into each year’s renewal subscription.
      9. Bupa reserves the right to decline to offer a Select Policy in its absolute discretion, and Bupa’s decision regarding any aspect of this promotion is final.
      10. Bupa reserves the right to cancel, suspend, amend or withdraw the Offer at any point without prior notice.
      11. The Offer is non-exchangeable, non-transferable, has no cash value/alternative and cannot be used in conjunction with other promotions or offers except for Bupa’s free HR support offer provided by WorkNest (the “WorkNest Offer”).
      12. The WorkNest Offer is not available for the following:
        • a. SME clients who are covering more than 25 members on their Select Policy; or
        • b. SME clients who are switching from an alternative company health insurance provider; or
        • c. SME clients who purchase their Select Policy through an intermediary; or
        • d. existing Bupa clients who hold a policy for any Bupa product or service.
      13. Eligible clients will receive access to WorkNest’s HR support service for SME’s during the first year of cover when purchasing a new Select Policy. The WorkNest Offer cannot be used against any other Bupa product or service. This service is provided by WorkNest Limited.
      14. The WorkNest Offer is only available for new Eligible SME clients for whom a quote is provided for a Select Policy between 3 January 2023 and 29 December 2023 inclusive. Quotes are valid for 28 days and the Select Policy must have a start date between 3 January 2023 and 29 December 2023 inclusive. Bupa’s standard Terms of Business and Bupa Select Policy Terms & Conditions will apply.
      15. Bupa will use any personal information in accordance with its privacy notice which can be found at bupa.co.uk/privacy
      16. To the fullest extent permitted by law, Bupa and its group companies shall not be liable to the SME client or any of its employees for any claims, damages or any other losses whatsoever under or in connection with the operation of the Offer.
      17. These terms & conditions shall be governed by English law and the parties submit to the exclusive jurisdiction of the courts of England and Wales.
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