Do Companies Have a Responsibility for the Health of Their Employees?
This year, I made the bold (and maybe questionable) choice to join a fantasy football league at work, despite knowing almost nothing about football. While I’m not a football expert, as a Miami native, I do know about the Dolphins’ QB, Tua Tagovailoa, and the multiple concussions he’s had. My newfound interest in football has sparked some interesting conversations, especially around whether it’s worth risking his long-term health just to keep him playing. It got me thinking—how does this apply to the workplace health responsibility? Do companies have a responsibility for their employees’ health, both mental and physical, or are we all just playing to win at any cost?
It’s a tricky question. Just like the Dolphins, companies are driven by performance and results. The more productive and successful employees are, the better for the bottom line. But what happens when pushing for those results starts to compromise employee health? Do employers have a duty to step in, or is it ultimately up to the individual to set their own boundaries?
The Mental Health Factor
In recent years, mental health has become a major focus in workplace health discussions, and for good reason. Stress, burnout, and anxiety are increasingly common, especially in fast-paced industries. Many companies now offer wellness programs or mental health days, acknowledging the toll that work can take on an individual’s well-being. But is that enough?
On one hand, offering resources like counseling services or flexible schedules can be seen as a company taking responsibility for its employees’ mental health. However, there’s an argument to be made that these measures are more of a band-aid than a real solution. If the root cause of stress is the workplace itself—excessive workloads, unrealistic deadlines, or a toxic culture—then how much is the company really doing to protect their employees? Should they be doing more to proactively create environments that promote mental and physical well-being, rather than just reacting to issues as they arise?
The Physical Side of Things
Physical health is another area where the line of responsibility can blur. Some companies go above and beyond, offering gym memberships, standing desks, or even on-site fitness facilities. But what about industries where employee physical health is directly impacted by the job itself? Consider employees in physically demanding roles, from construction workers to nurses to professional athletes like Tua.
In these cases, the risks are obvious. But how far should a company go in protecting employee health? Should they be required to limit hours, enforce breaks, or mandate regular health checkups? And even if they do, where does personal responsibility come into play? Just as Tua might insist on returning to the field, an employee might push through fatigue or injury to get the job done. Does the company have a duty to intervene, or is that an overstep?
The Balance of Performance and Well-being
At the end of the day, businesses are driven by results. Whether it’s hitting quarterly goals or winning football games, success is often the top priority. But what happens when that drive for success comes at the expense of an individual’s mental and physical well-being? Can a company—or a football team—ethically prioritize performance over well-being, or do they have an inherent workplace health responsibility to protect their people?
It’s a complex issue with no clear answer. On one hand, individuals are ultimately responsible for managing their own health and knowing their limits. On the other, companies create the environments in which people work and often set the standards for what’s expected. So where does the responsibility lie?
As I follow the ongoing debate around Tua Tagovailoa and the Miami Dolphins, I can’t help but wonder—what are the long-term consequences of prioritizing short-term gains over the health and safety of employees? And is there a middle ground where both performance and well-being can thrive? The answer might depend on the company, the industry, and perhaps even the individual.
What do you think? Should companies take on more responsibility for employee health, or is that a boundary they shouldn’t cross?
