Men's health at work remains a subject rarely discussed, even though the figures make a strong case for addressing it without delay. Prostate cancer, testicular cancer, mental health: these issues affect a large share of employees, yet they're rarely raised inside companies. Many men put off medical appointments, play down their symptoms, or simply don't feel entitled to bring it up at work.
For HR, communications and CSR leaders, the goal isn't to replace healthcare professionals. It's to create a setting where the topic can exist, where affected employees feel able to seek care, and where occupational health becomes a recognised point of contact rather than something approached in isolation. This article sets out the figures, explains why men consult less often, clarifies the role of the employer and of occupational health services, then details four concrete levers to activate, including around Movember.
Disclaimer: this article is for general information only. It does not replace individual medical advice. Any personal health question should be addressed to a health professional, in particular a GP or occupational health doctor.
Contents
The picture: three figures that set the scene
Three figures are enough to gauge the scale of the issue.
- Around 57,898 new prostate cancer cases are diagnosed in the UK every year. Caught early, it is treatable: 10-year survival stands at 78.9%. Source: Cancer Research UK, prostate cancer statistics.
- Around 2,300 new testicular cancer cases are diagnosed in the UK every year. Incidence peaks in men aged 30 to 34, who account for almost one in five cases, meaning a meaningful share of employees in active careers are directly concerned by this risk, at an age when the subject is rarely raised at work. Source: Cancer Research UK, testicular cancer incidence statistics.
- In England and Wales, men's suicide rate stood at 17.6 per 100,000 in 2024, roughly three times the rate for women (5.7 per 100,000). There were 6,190 suicides registered in England and Wales that year. Source: Office for National Statistics, Suicides in the UK.
These three figures tell the same story from different angles: conditions that are treatable when caught in time, and a mental health burden that weighs more heavily on men, particularly past a certain age. The common thread is the moment the alarm is raised, and therefore the moment someone seeks care.
Why men consult less often
Available data doesn't point to a biological difference that alone would explain men seeking care later. Research on the topic points to an explanation of a different order: social and cultural conditioning around masculinity shapes how, and whether, men seek help. In practice, this means that consulting a doctor, taking the time for an appointment, or talking about a symptom remains, for a good share of men, something they put off more readily than a woman might, without this being a conscious, deliberate choice.
The role of the employer and of occupational health
The employer isn't there to replace a doctor. It does, however, have a clear duty of care towards its employees' health, including access to occupational health support. Depending on company size and sector, this can mean an in-house occupational health team, a contracted external provider, or a combination of both.
In practice, the employer's role is to make that link easier: give employees time to attend medical appointments, relay prevention campaigns run by occupational health, and involve the service early when a health awareness action is being planned. Some occupational health providers offer talks or targeted interventions on prevention topics, including around operations like Movember. Occupational health remains the reference point for any individual medical question: the company's role is to create the conditions that make reaching out more natural, not to replace that role.
Four concrete levers for the company
1. Open a dialogue with occupational health
Before any communications action, get in touch with your occupational health provider to build a joint action: a talk, a targeted intervention on men's health, or simply a reminder of the resources available. It's the best way to avoid inaccuracies and to point people to the right contact for individual questions.
2. Make medical appointments easier to attend in practice
A medical appointment that falls during working hours is easier to book when a manager doesn't need convincing. Remind employees of mandatory check-ups, leave flexibility in the schedule, and make sure workload never becomes, even unintentionally, a reason not to see a doctor.
3. Mobilise your teams around a connected challenge
Movember, running from 1 to 30 November, offers a natural entry point to talk about men's health without turning it into a heavy topic. United Heroes helps you build your Movember activation around your context: a connected challenge on your employees' mobile app, whose format we define with you, with, for example, a weekly article and quiz to help your teams learn more about men's health. For other ideas across the month, see our 7 Movember actions at work, and for the dates and origin of the movement, our article Movember 2026. Physical activity then becomes an accessible way in to a more serious topic, without ever replacing the role of occupational health.
4. Open up the conversation on men's mental health
Mental health often remains the hardest part to address. Short content, anonymised testimonials or regular team rituals help normalise the topic, particularly among middle-aged men, who have the highest suicide rates in England and Wales. Also consider displaying Samaritans' number, 116 123, free and available any time, day or night, for employees in distress as much as for worried colleagues source: Samaritans.
FAQ
Does men's health at work only mean prostate cancer?
No. The topic covers at least three dimensions: cancers specific to men (prostate, testicular), mental health, and more broadly how men relate to care and to seeking medical advice. These often overlap: delaying a consultation applies just as much to a physical symptom as to a psychological difficulty.
Can a company organise screening on-site?
A company isn't in a position to run medical screening itself. Occupational health is the right party for any action of this kind, working with relevant health authorities. A company can, however, inform, raise awareness and make it easier to access existing resources.
What should you say to an employee who raises a health difficulty at work?
Listen without minimising, and point them to the right contact: occupational health for any medical question, HR for anything related to the role or the organisation of work. A manager's role isn't to diagnose, but not to leave a weak signal unanswered.
Why link Movember to such a serious topic?
Because collective physical activity and a sense of camaraderie remain proven engagement levers for tackling subjects that, addressed head-on, are hard to carry. Movember allows men's health to be discussed on a positive note, without dramatising or downplaying the issue.
Ready to act this November?
United Heroes helps companies talk about men's health without making it a taboo subject. Discover how we build your Movember activation with you: a connected challenge to mobilise your teams throughout November, whose format we define based on your context, with, for example, a weekly article and quiz in the app.
Product Marketing Manager at United Heroes
