Supporting our people
Our ambition is to support our people in thriving when it comes to their health and wellbeing, and we are committed to creating a workplace built on ‘good work’ principles. This means promoting diversity, equity and inclusion; supporting professional growth; ensuring fair pay and financial wellbeing support; offering flexible working where possible; and maintaining a culture free from bullying and harassment. By embedding these values, we aim to proactively reduce risk of mental ill-health and empower those with existing conditions to thrive.
We also provide both internal and external services to support our colleagues. Including industry-leading health and wellbeing services, from physiotherapy support for our operational and office-based workforce to our Employee Assistance Programme and Occupational Health services.
Internally, we offer a range of proactive tools for employees and managers, such as our wellbeing risk assessment framework, wellness action plans and adjustment passport processes.
We also have private medical insurance available to our staff along with other health related benefits, such as digital health apps which include Digital GP, discounted gym memberships, support for families and carers, and financial wellbeing support.
Training our people in mental health
We are committed to fostering a workforce that prioritises wellbeing, where mental health can be discussed openly without fear of stigma and where our employees receive timely support. We have a suite of wellbeing training to ensure our UK and US colleagues are provided with the right level of mental health awareness.
Our managers undergo training in the prevention and management of mental wellbeing risks in the workplace, which includes awareness of our internal work-related stress management procedures and support pathways. Our goal is for all managers to complete this training, and this is currently mandated in some of our UK businesses.
In 2025 our US e-learning course ‘Mental Health Matters’ was rolled out across our UK businesses to become global training. 726 employees have completed this since the new training has been rolled out. In addition, we have a network of 708 Mental Health First Aiders throughout the organisation, all of whom have completed accredited training within the last two years to qualify as Mental Health First Aiders.
Wellbeing and listening to our people
Our full colleague engagement survey, Grid:voice, is conducted once a year, with a shorter pulse survey at the half year point. The findings from the 2025 survey are encouraging. Participation remains high with 79% of colleagues taking part, marking the highest number of responses we have ever received.
Both engagement and advocacy scores are strong, with our overall employee engagement index score at 80% favourable in March 2025, which is four points above the Utilities norm in the Korn Ferry benchmark*.
Wellbeing also remains high at 77% and our colleagues report that they can speak openly with their managers on a range of topics, including safety and wellbeing. Additionally, the sense of care that colleagues feel is considered a strength of the company’s culture.
Grid:voice also offers our people an opportunity to feedback on what is great about working for National Grid and what can be improved and we use this feedback to design and develop our wellbeing initiatives.
* This external benchmark is a Korn Ferry global norm from companies operating in the utilities industry. It shows the average survey scores from over 200,000 employees in 15 companies around the world.
Mental Health Campaigns
One of our objectives is to tackle the stigma that can surround mental health at work through engaging our people on this topic. We support globally recognised mental health campaigns, with our goal being to support at least two global campaigns annually.
Read more about our recent mental health campaigns.
