Eating Disorders Awareness Week 2025: supporting employees with eating disorders in the workplace

We take a look at key ways in which workplaces can support employees living with eating disorders.

Eating Disorders Awareness Week serves as a crucial reminder that eating disorders are widespread and can affect anyone, including those in workplace environments. With at least 1.25 million people in the UK living with an eating disorder—more than 1 in 50 individuals—it's likely that workplaces include employees who are silently struggling.

Recognising the signs and providing appropriate support can make a significant difference in an individual's recovery journey.

Understanding eating disorders

Eating disorders are complex mental health conditions characterised by unhealthy relationships with food, eating behaviours, and body image concerns. They can manifest in various forms, including:

Anorexia nervosa: Characterised by severe food restriction and an intense fear of gaining weight.
Bulimia nervosa: Involves cycles of binge eating followed by purging behaviours.
Binge eating disorder (BED): Individuals consume large quantities of food in a short period, often feeling a loss of control.
Avoidant/restrictive food intake disorder (ARFID): Avoidance of certain foods due to sensory sensitivities or past negative experiences with eating.

These disorders are not lifestyle choices but serious illnesses that require understanding and support.

Spotting the signs in the workplace

Employees with eating disorders may exhibit various signs, some of which can be subtle. Common indicators include:

Physical signs

Noticeable fluctuations in weight.
Frequent complaints of fatigue, dizziness, or gastrointestinal issues.
Dressing in layers to conceal body shape or maintain warmth.

Behavioural signs

Skipping meals or avoiding eating in public settings.
Frequent trips to the bathroom, especially after meals.
Excessive focus on food, dieting, or body image.
Withdrawal from social interactions or workplace events involving food.

It's essential to approach these signs with sensitivity, as they can vary among individuals.

How employers can provide support

Creating a supportive workplace environment involves several proactive steps:

1. Foster an open and non-judgmental atmosphere: encourage open discussions about mental health, emphasising that seeking help is a sign of strength.
2. Educate staff and management: provide training to recognise the signs of eating disorders and understand the appropriate ways to offer support.
3. Offer flexible work arrangements: allow adjustments in work hours or responsibilities to accommodate medical appointments or therapy sessions.
4. Provide access to resources: share information about support services.
5. Maintain confidentiality: respect privacy by handling disclosures with discretion and ensuring that information is shared only with necessary parties.
6. Encourage professional help: guide employees toward professional resources, such as their GP, specialised NHS services, and charities like Beat.

The role of colleagues

Be observant: notice changes in behaviour or physical appearance that may indicate distress.
Offer support without pressure: express concern and willingness to listen without forcing the individual to share more than they're comfortable with.
Encourage professional assistance: gently suggest seeking help from healthcare professionals or support organisations.

Recovery is possible, and the workplace can be a vital source of support on this journey.

Eating disorders are serious conditions that can significantly impact an individual's personal and professional life. By fostering a supportive and informed workplace, employers and colleagues can aid in early identification and encourage those affected to seek the help they need. Remember, recovery is possible, and the workplace can be a vital source of support on this journey.

Our workplace mental health training provides the tools and knowledge needed to support employees. If you would like more information on the training we offer in this area please contact Jo Lea jo.lea@charliewaller.org