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Mental Health Awareness Week 2026 runs 12–18 May. Every year, employers mark it with email campaigns, lunch-and-learns, and links to the EAP. Every year, the same question goes unanswered: what are you actually doing about it for the other 51 weeks?
This isn't a criticism of awareness. It's a recognition that awareness without action is just branding. If your organisation wants Mental Health Awareness Week to mean something, it needs to be the visible part of a year-round strategy — not the strategy itself.
Gallup's 2026 State of the Global Workplace report found that employee disengagement costs $10 trillion globally — approximately 8% of global GDP. In the UK, the figure is £257 billion annually. Mental health is both a cause and a consequence of that disengagement.
Most workplace mental health spending goes to reactive services: EAPs, counselling, crisis support. These are essential — but they help people who are already struggling. They don't reduce the number of people who get there in the first place.
Preventative mental health means addressing the upstream factors before they become clinical: physical inactivity, social isolation, poor sleep, low energy, disconnection from colleagues and purpose.
GoJoe sits in this preventative space. It's not therapy. It's not counselling. It's a platform that gets people moving, connects them to colleagues through team-based programmes, and rewards consistent healthy behaviour. The mental health outcomes follow from the behaviour change — not from a webinar.
Stress reduction: At Coutts Bank, GoJoe Rewards delivered a 40% reduction in employees feeling stressed or overwhelmed at work. 74% of users felt better able to balance health and work responsibilities.
Wellbeing improvement: Over 70% of GoJoe users self-reported a significant increase in physical, social, and/or mental wellbeing within just two weeks of joining a programme.
Social connection: At Hilti, 51% of users felt more connected to colleagues. At SLR Consulting, 60% reported feeling closer to colleagues. At Centrica, 32% of teams crossed business areas.
Energy and sleep: Among Coutts Bank GoJoe Rewards users, 36% saw increased energy levels and 27% saw improved sleep consistency.
Reaching the disengaged: 3 in 4 previously inactive GoJoe users exceed WHO weekly exercise guidelines during a programme. Physical inactivity is one of the strongest modifiable risk factors for poor mental health.
Use the week's visibility to launch something that persists. A GoJoe programme achieves 90% average engagement at launch and maintains 5x higher 30-day retention than consumer health apps. MHAW is the moment — the programme is the strategy.
Individual mental health apps put the burden on the employee. Team-based programmes distribute it. When colleagues are counting on each other to contribute activity, the social pull creates engagement that personal willpower can't sustain alone.
Run a simple survey covering stress, energy, sleep, and connection to colleagues. Repeat at 3 months. That's how Coutts Bank could confidently report an 18% productivity increase and 40% stress reduction.
GoJoe's data shows this group can be reached: 75% of previously inactive users exceeded WHO exercise guidelines, with activity increases of 400–600%. The programme design — team-based, 50+ activity types, no leaderboards — is what makes this possible.
GoJoe's move-to-earn model — where every £1 of employer investment delivers £2 of redeemable value — gives employees a reason to engage that goes beyond good intentions.
NatWest saw a 10% reduction in absenteeism costs within 18 months of running GoJoe. Centrica halted 15 consecutive months of increasing absenteeism rates. At Hilti, 67% of users felt more positively about the company as a place to work — which directly affects retention costs.
When you compare the cost of a preventative programme (up to £5 per person per month for GoJoe Rewards) against the cost of mental-health-driven absence, turnover, and reduced output, the business case writes itself.
Mental Health Awareness Week 2026 runs 12–18 May, hosted by the Mental Health Foundation.
Use MHAW as a launchpad for a year-round preventative health programme that addresses the upstream causes of poor mental health: physical inactivity, social isolation, and low energy.
Yes. GoJoe data shows 70%+ of users self-report improved wellbeing within two weeks, and a 40% reduction in workplace stress at Coutts Bank.
Design programmes for them specifically. GoJoe uses team-based participation, tracks 50+ activity types, and creates social accountability. 3 in 4 previously inactive users exceed WHO exercise guidelines during a GoJoe programme.
NatWest reduced absenteeism costs by 10% within 18 months. Centrica halted 15 months of rising absenteeism. At Coutts Bank, GoJoe Rewards produced an 18% productivity increase and 40% stress reduction.
GoJoe is a preventative employee health platform that uses gamified health programmes, social connection features, and a behavioural rewards marketplace to get whole workforces physically and mentally healthier. Make MHAW 2026 the start of something real.
