Men’s Health Week 2025 each June is a timely reminder that despite growing investment in employee wellbeing, many men continue to fall through the cracks. HR leaders have an opportunity to change that by taking a preventative, personalised approach that addresses engagement barriers and stigma head-on.The truth is, many men aren't engaging with traditional wellbeing programmes. They’re skipping health checks, ignoring mental health resources, and silently battling burnout. In some cases, they’re dying younger from preventable causes, and no one sees it coming until it’s too late. That’s not just a personal tragedy; it’s a business risk. From absenteeism and presenteeism to poor morale and lost productivity, untreated health issues have a real impact on teams.Men’s Health Week is a chance to shift the conversation. It’s not about launching a new benefit or campaign; it’s about redesigning workplace wellbeing to meet men where they are, with tools that are engaging, inclusive, and proven to work.Why men fall through the cracksMen in the UK are significantly less likely than women to seek support for health issues. According to Mental Health UK, only 36% of NHS talking therapy referrals are for men, despite men making up nearly half the population. Suicide remains the leading cause of death for men under 50, and the rate is more than three times the national average for men in male-dominated sectors such as construction (ONS).Physical health is no exception. According to the UK Government’s call for evidence on men's health, men are less likely to attend NHS Health Checks and have worse health outcomes in nearly every major disease category. The gap in healthy life expectancy between men in the most and least deprived areas of England is nearly 10 years.Why traditional wellbeing tools fall shortTraditional workplace wellbeing tools, such as optional webinars, counselling hotlines, or even yoga sessions, often fail to reach the very people who need them most. Cultural stigma plays a role, but so does delivery. As Mental Health First Aid England notes, nearly 45% of employees feel uncomfortable talking to their manager about mental health concerns.In male-dominated environments, stigma is especially acute. Construction workers, for example, are four times more likely to die by suicide than the national average. Yet support services are often passive, impersonal, and poorly used. Even when benefits are available, uptake is limited."Just getting people to that first step is often the hardest part,” explains YuLife’s Lead Data Scientist, Dr. John Ronayne, an expert in behavioural science. “That’s where smart nudges and personalised engagement really matter."What inclusive wellbeing really looks likeTrue inclusion isn’t just about demographic representation. It means understanding who isn’t engaging—and why—and redesigning your programme around real behaviours. Inclusive wellbeing programmes meet your employees where they are, with the right message, at the right time, delivered in a way that motivates them to act. Here are four core design principles to help you reframe your strategy:Data-driven personalisationGeneric wellbeing emails or intranet lists aren't enough. To drive real change, employers need tools that understand each individual’s health risks and preferences. With platforms like YuLife, biometric data, engagement patterns, and mood indicators can power tailored nudges, such as a sleep coaching tool for someone struggling with fatigue, or a mindfulness challenge for someone showing signs of stress. Low-barrier activitiesActivities such as long workshops or voluntary webinars often have high drop-off rates, especially among employees who don’t already see themselves as part of the wellbeing ‘in crowd’. Instead, employers should offer small, repeatable actions that are easy to join and sustain. That could be a daily walking challenge, a step duel between colleagues, or a short meditation quest. Reframing wellbeing around performance and energyMany men don’t connect with the language of self-care or emotional openness, but they will engage with messages about energy, focus, and resilience. Framing wellbeing in terms of performance and productivity can make it more relevant and less stigmatised. A prompt to get more sleep might resonate more if it’s framed around better decision-making or sharper thinking, not just mental health.Embedding wellbeing into the flow of workIf accessing wellbeing resources requires multiple steps, logins, or calendar slots, many employees simply won’t bother. The most effective programmes bring wellbeing into the tools people already use, or integrate it into everyday routines. Whether it’s getting a nudge at the start of the workday or tracking progress through a mobile app, embedding wellbeing into the flow of work ensures that it's always visible and easy to act on."Many employees won’t go out of their way to use a counselling benefit, even if it could help,” John says. “But if your app knows they’re sleep-deprived and stressed, and offers a simple, personalised prompt to try a sleep tool? That works."How gamification drives behaviour changeYuLife’s wellbeing platform is designed around behavioural science, using game mechanics to drive long-term engagement. Backed by peer-reviewed research from the University of Essex, YuLife’s employee app turns everyday activities such as walking or meditating into quests, challenges and social competitions.In controlled trials with the University of Essex, John and his team found that gamified users not only improved their mental wellbeing but also increased physical activity. The most significant effects were seen in individuals reporting high stress and low self-awareness—groups typically least likely to engage with traditional benefits."Engagement is all you need,” John says. “Once someone is engaged, you can influence their behaviour, not through coercion, but through reward and design."Healthy competition, real impactYuLife’s app includes features such as leaderboards, group challenges and duels, which appeal to many male users. According to our data:Users increase their step count by 50% on days they participate in duelsJust viewing the leaderboard boosts activity by 20–30%"Competitiveness isn’t for everyone, but for those it resonates with, it can drive huge behavioural change," John says.Preventative, not reactiveYuLife’s new Preventative AI solution takes things further. It analyses biometric and behavioural data—like sleep quality, step cadence, mood trends, and engagement patterns—to detect early signs of health risks.From burnout to cardiovascular disease, Preventative AI identifies emerging risks to your team and delivers tailored nudges or benefit recommendations to each user. HR teams receive anonymised dashboards showing risk patterns, helping them address issues before they escalate.What HR teams can doMen’s Health Week offers a chance to rethink how your organisation supports those who may not typically engage with wellbeing tools. Here are five practical, evidence-backed actions that HR teams can take to reach and support more men in the workplace:Launch a walking challenge. Tap into team spirit and goal-setting to drive participation. Challenges that involve duels or team-based goals tend to engage a wider audience and promote friendly competition, particularly among men.Reframe wellbeing messaging. Talk about energy, resilience, and performance, not just mental health. Framing messages around daily function and productivity makes them more relevant and actionable for a broader group of employees.Use your data. Spot gaps in engagement and personalise outreach. For example, if data shows that male employees aged 35–45 have lower participation in sleep or mental health benefits, you can tailor communications or incentives specifically for this group.Make benefits easier to find. Don’t just list them; embed them in daily routines. Signpost benefits within tools employees already use, offer in-app nudges, and reduce the number of clicks it takes to access help.Highlight male champions. Encourage leaders to talk openly about their own wellbeing journeys. When male managers model help-seeking behaviour or share how they use wellbeing tools, it helps dismantle stigma and makes participation more socially acceptable."Technology is only powerful if it’s used,” explains Sammy Rubin, CEO of YuLife. “Our job is to make it engaging, personalised, and easy to use so that everyone has the tools to live well, every day."Men’s Health Week is a chance to rethink your approach. But inclusive wellbeing can’t be a one-week campaign. With the right design, it becomes part of your culture.