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Mental Health & Wellbeing

“At Direct Line Group, we encourage a culture that celebrates difference and empowers people so that they can thrive. We recognise the importance of good workplace mental health, not only as the right thing to do for our people but as a key driver of business value. That’s why we encourage colleagues to talk openly about their mental health and provide all our people with access to a range of tools and support services for their health and wellbeing.”

Jon Greenwood, Outgoing Acting CEO

Stress, depression and mental health issues are unfortunately increasingly common in the UK. Around 1 in 4 people will experience a mental health problem each year. Alongside initiatives to promote physical good health and financial wellbeing, mental health is central to the Group's Wellbeing strategy. We know that companies that prioritise employee engagement and wellbeing outperform others. Encouraging our employees to talk openly about mental health can make a real difference to maintaining a healthy workplace, providing early intervention and support where needed and retaining the talented people we need to make the business a success.

The Group's aim is for our employees to feel trusted and empowered to make adult choices. This creates a positive proactive culture which allows employees to flourish and achieve their full potential, from the moment they join us and throughout their career.

Our approach is built around six principles:

  1. Demonstrate senior leadership commitment to promoting good mental wellbeing in the workplace.
  2. Maintain a network of Mental Health First Aiders to help provide early intervention for colleagues.
  3. Share stories about personal experiences of mental health to encourage a culture where people feel able to openly talk about it.
  4. Maintain a communications and engagement programme to raise awareness on mental health and signpost support services.  
  5. Ensure policies and mechanisms support positive mental health in the workplace, including workplace adjustments and anti-bullying & harassment.
  6. Train and equip line managers to have conversations with their people about mental health and their wellbeing.

There are a number of steps we have put in place:

  • Trained 175 Mental Health First Aiders, who are supported to help effectively provide early intervention to colleagues.
  • Given people managers mental health and resilience training so they are better equipped to support their teams.
  • Supported charitable giving including to Mind, the Scottish Association for Mental Health and Parenting Mental Health.
  • Encouraged open and honest conversations about mental health, including topics such as anxiety and depression.
  • Backed the Where's Your Head At? Campaign calling for mental health provision to be put on an equal footing with physical first aid.
  • Monitored mental health data, including absence and employee sentiment, to inform our programme of activity.
  • Provided access to support through virtual GP and mental health services which are available to all colleagues as well as wellbeing tools and counselling.