Almost half of UK employees feel unable to speak up when they notice errors or risks at work, creating a culture of silence that may be harming productivity, safety and wellbeing.
New research among 2,000 working adults found that 45 percent do not feel safe raising concerns, even when they believe something has gone wrong. The study suggests many organisations are losing the benefits of open communication because staff fear negative consequences.
The figures show that 49 percent of workers do not feel comfortable expressing their needs at work, while 35 percent do not feel safe asking for help. As a result, 15 percent admitted they had made preventable mistakes because they felt unable to speak up.
The research was carried out for MHFA England, a social enterprise that provides mental health first aid training and workplace wellbeing programmes. The organisation says the results point to a significant problem of low psychological safety in UK workplaces.
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Cost of keeping quiet
The data suggests that workplace silence is not simply an issue of culture but a practical business risk.
When employees feel unable to question decisions, flag concerns or admit uncertainty, errors are more likely to go uncorrected. Projects can go off track, safety problems can be overlooked and innovation can be stifled.
Psychologically safe teams, by contrast, are widely associated with better collaboration, fewer mistakes and stronger retention. The research argues that creating environments where people feel able to speak openly has direct links to performance.
Sarah McIntosh, chief executive of MHFA England and the Association of Mental Health First Aiders, said organisations were paying a heavy price when staff felt unable to be honest.
“The opportunity cost is significant,” she said. “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.”
McIntosh warned that the issue was becoming even more important as workplaces adopt new technology.
“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,” she said.
“The good news is that psychological safety can be built with the right tools and training to create the conditions that teams need to thrive.”
A gap many employers struggle to address
The results suggest that many employees are operating in environments where raising concerns feels risky.
Almost one in two workers said they did not feel able to say what they needed at work. More than a third said they would hesitate to ask for help. These attitudes can prevent problems being solved early and can leave staff feeling isolated.
The research also relates to the impact on individual performance. Stress and fear of speaking up are already leading some employees to make avoidable errors, with consequences for quality of work and customer service.
Despite growing awareness of mental health at work, the figures indicate that many organisations have yet to translate that awareness into everyday psychological safety.
Toolkit launched to help employers
In response to the findings, MHFA England has launched a free support package aimed at helping organisations create more open and supportive cultures.
The My Whole Self Day 2026 toolkit provides practical guidance on how to build psychological safety, with resources designed for managers and teams. It includes advice on the link between psychological safety and performance, simple activities for teams, and suggestions for everyday management practices that encourage openness.
McIntosh said many employers wanted to improve but were unsure where to begin.
“Psychological safety strengthens employee productivity and mental health. We know most employers have the best intentions, but many don’t know where to start,” she said.
“This free toolkit makes it easier. It translates the evidence into practical steps that organisations of any size can implement. From the conversations managers have, to the way meetings are run, small changes can make a significant difference to whether people feel safe to speak up.”
Building cultures where voices are heard
My Whole Self is an annual campaign run by MHFA England to encourage workplace culture change. Now in its seventh year, it supports organisations to create inclusive environments where employees feel able to be themselves and to raise concerns without fear.
More than 200 organisations have previously taken part, including major employers such as Ford, the National Crime Agency and several NHS Trusts.
The campaign argues that psychological safety is not only a wellbeing issue but also a core element of good management and effective teamwork.
The research has been published one month ahead of My Whole Self Day on 10 March 2026. MHFA England will mark the day with a free public webinar exploring how psychological safety supports communication, collaboration and productivity.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
