Almost half of UK employees say they do not feel safe raising mistakes, risks, or concerns at work, according to new research that highlights the productivity and wellbeing costs of workplace silence for British businesses.
The findings come from a survey of 2,000 UK employees commissioned by MHFA England, released today as part of its My Whole Self campaign. The research shows that 45% of workers feel unable to speak up when they spot mistakes or risks, while 49% say they are uncomfortable expressing their needs at work. More than a third — 35% — do not feel safe asking for help.
The consequences are already being felt on the ground. Fifteen percent of respondents said they had made preventable mistakes as a direct result of feeling psychologically unsafe at work, with stress and fear of speaking up cited as contributing factors. MHFA England warned that this silence can translate into lost productivity, quality issues, workplace accidents, and higher long-term costs for organisations.
Sarah McIntosh, chief executive of MHFA England and the Association of Mental Health First Aiders, said the impact of silence is often underestimated. “When people don’t feel safe flagging a risk or asking a question, mistakes slip through, quality suffers, and the bottom line and wellbeing take a hit,” she said. “In an era of rapid AI adoption, we can’t afford employees who are too afraid to speak up when they spot errors — human judgement is our strength and safety net.”
The research reinforces a growing body of evidence linking psychological safety to organisational performance. Teams where employees feel able to raise concerns and challenge decisions are consistently associated with higher innovation rates, fewer errors, stronger staff retention, and better overall wellbeing. By contrast, cultures that discourage speaking up can allow small problems to escalate into operational, reputational, or safety risks.
Despite this, many employers remain uncertain about how to build psychologically safe environments in practice. McIntosh said intentions alone are not enough. “We know most employers have the best intentions, but many don’t know where to start,” she added.
In response, MHFA England has launched a free My Whole Self Day 2026 toolkit aimed at helping organisations close the psychological safety gap. The toolkit provides evidence-based resources that can be used by organisations of any size, with a focus on the link between psychological safety and performance, practical actions managers can take, and simple activities for teams.
The My Whole Self campaign, now in its seventh year, is designed to support long-term workplace culture change. More than 200 organisations have taken part to date, including Ford, the National Crime Agency, and NHS Trusts, as employers across sectors look to address mental health, inclusion, and performance as interconnected priorities rather than separate initiatives.
