Legal & General is a major global investor and a leading provider of financial services in the UK. It offers life insurance, pensions and retirement solutions as well as investment management. The company has over 10,000 employees and is committed to creating a culture of wellbeing, inclusion and psychological safety for its entire workforce.
L&G’s holistic wellbeing strategy includes a growing network of MHFAiders (r), who have been trained by MHFA England. MHFA England began working with L&G just before lockdown, despite the fact that they had been trained Mental Health first aiders for almost a decade. L&G maintains an approximate ratio of one Mental Health First Aider for every 100 employees. This is the same ratio as their fire wardens and physical first aiders. They have approximately 140 MHFAiders in the UK. This commitment puts health and safety on an equal footing, and ensures employees have access to peer support.
Mikahlachapman, a Wellbeing & Inclusion Partner with L&G and a member of the Group HR Team in London, plays a key role in shaping the wellbeing strategy for the firm. Mikahla Chapman’s career is rooted in diversity and equity. She developed a passion for mental healthcare during a placement with a graduate scheme. She has worked in roles that span inclusion, employee engagement, and wellbeing.
The MHFAider Programme at L&G – Recruitment and Training
Volunteers who sign up for MHFAiders at L&G are employees who have expressed interest via an internal sign-up form. Waitlists for training are a constant sign of the high demand and commitment shown by employees. The organization runs two new training cohorts each year and refresher courses every 3 years to ensure that employees are confident in their roles.
All MHFAider Training is exclusively delivered by MHFA England – Mikahla says, “the quality and consistent of MHFA England’s training continues as a key factor for maintaining our relationship.
Standard of care
This ratio, which was originally set at one MHFAider for every 100 employees when the program was first introduced, continues to be used as a guideline in current practice. This ratio ensures that mental health is aligned with other safety roles within the company and provides even coverage throughout departments and offices. L&G will review and adjust the ratio as needed to meet changing workforce needs.
Structured Support for MHFAiders
L&G, recognizing that the MHFAider’s role can be emotionally challenging, has taken deliberate measures to create a caring community around them.
The following are key initiatives:
- MHFAider Town Halls: These virtual gatherings are held approximately every six-months and provide an opportunity to check-in, share experiences and listen to guest speakers, often from health care and benefits providers, on important topics such as navigating triage or mental health resources
- Site Sponsors: Every UK office has a MHFAider sponsor, who is a point of contact for the region, provides updates and feeds into a national strategic plan.
- Agile response The team responds to feedback from MHFAiders. When neurodiversity needs were raised, especially during organisational changes, this was added as a future agenda item to explore tailored resources or training.
- Feedback and surveys A recent internal survey captured the frequency with which MHFAiders were approached, what they supported, and if they applied their training outside of work. This information is used to help shape future planning, and identify areas for improvement.
Recognition and visibility
L&G has incorporated meaningful recognition in everyday culture
- Digital Thank Yous: MHFAiders often receive personal thanks via the internal eCard platform.
- Storytelling : The intranet features MHFAider spotlights and personal wellbeing stories, showcasing real-life experiences and highlighting the impact MHFAiders have.
- Wellbeing expos: These events in person bring MHFAiders and other internal support services together to engage employees and raise their awareness. They help them feel valued across the business.
Integrating wellbeing into organisational DNA
The MHFAider program at L&G goes beyond a single initiative – it is an integral part of a larger strategy that views mental health as a key component to a thriving work environment. The approach of the organisation is proactive, inclusive and based on community.
Mikahla says: “The work isn’t done and it won’t be finished.” We’re actually doubling down on wellbeing and inclusion, as we think it’s essential for our employees and our business.
L&G’s model shows how mental health peer support is both sustainable and transformative with the right infrastructure. This includes formal training, continuous support and recognition, as well as voluntary engagement.
