Worried about someone at work?

Many people with eating disorders become isolated from their loved ones… but most people still have to go to work and have regular contact with their coworkers. This means that people at work can be some of the best placed people to notice when someone may be struggling.

People with eating disorders may seem like they’re doing fine at work and excel at their job. Despite their difficulties, they will often make strenuous efforts to avoid their illness being noticed at work.

Eating disorders are complex and caused by multiple factors, so work is unlikely to be the sole and direct cause of an eating disorder, although work-related stress can be a factor that exacerbates the problem. Anyone can be affected wherever they work and whatever their level in an organisation; they affect people of all ages, genders, ethnicities and backgrounds.

How might you notice someone's eating disorder at work? 

• The person with the eating disorder might tell someone about the situation directly – this is unusual but is a positive sign.
• You may notice outward signs and symptoms and become concerned. While physical symptoms like weight changes can become noticeable in some people, behavioural changes are usually most common. They might show increasing stress and anxiety, social withdrawal, low self-esteem, mood swings, irritability, or difficulty concentrating. They might become more preoccupied with food, weight or appearance. They might avoid social activities, such as team lunches or coffee breaks or have frequent absences from work.

Supporting a coworker with an eating disorder

Understanding and compassion can go a long way towards supporting someone in the workplace who may have an eating disorder.

What can coworkers do to support someone with an eating disorder?

Having the right support in place at work can make a big difference in someone’s recovery. If you’re worried about someone you work with, you may be wondering how to navigate the situation. You should consider approaching their line manager or HR directly with your concerns.

But if you feel comfortable speaking to them directly, you should take some time to learn about the different types or eating disorders and have a think about and plan what you want to say, and make sure you feel informed before you approach them.

You might want to have some information with you to refer to or to share with your colleague, you can view and download our leaflets on our website or order them for free.

When you’re ready to approach them, choose somewhere where you can have an initial chat in a place where you won’t be disturbed.

Here are some tips for that first conversation:

• Try to avoid talking to them just before or after a mealtime, as this time can be particularly stressful for people who have an eating disorder.
• When sharing your concerns, try not to centre the conversation around food or weight as this can make them feel like they are being watched.
• Be as supportive as possible, reassure them that you’re there for them and let them know that you want to help them as best as possible.

Let your coworker know that you’re there to be a listening ear about non-work-related issues, that you’re willing to be flexible in the way you work together and that you’re interested in their overall wellbeing – not just the eating disorder.

If the conversation doesn’t go well, don’t worry. Often people will be reluctant to admit if they’re struggling with an eating disorder for fear of losing their job, being stigmatised (due to misconceptions around eating disorders) or having their confidentiality compromised. For some people, denial can be a part of their eating disorder. Even if they deny they are struggling, saying they are fine and that nothing is wrong, you will have acknowledged that something is potentially wrong. Don’t be disheartened by this, and don’t wait too long before approaching them again; remember, eating disorders thrive on secrecy. Maintaining an open communication is beneficial so that the employer and employee can return to the issues and discuss further if the situation changes.

What can managers do to support someone with an eating disorder?

If you’re a manager or have supervisory responsibilities, you will particularly benefit from learning about eating disorders and how to best support coworkers if they’re struggling with an eating disorder.

You should give employees affected the time, flexibility and space they need to access support and work in a way that doesn’t compromise their recovery.

An eating disorder is a disability under the Equality Act 2010, and therefore employees with eating disorders have the same rights as anyone else protected under the Act. That means that employers must make reasonable adjustments to enable the person to do their job effectively without doing harm to their wellbeing. They may require lengthy treatment or absences to attend appointments so their working arrangements may need to be altered to take their needs into account. You should consider offering them flexibility in their working hours and be mindful that they may need more rest breaks. You should encourage them to take adequate breaks and ensure there’s no pressure around food-related activities (e.g., shared lunches or after work meals).

You may also need to consider their workload and reallocate their work if there are parts of their work that might be especially difficult for them. You should consider if there are things that could be deprioritised or covered by someone else while they are recovering. You should consider regular check-ins to discuss their workload. Remember to give positive feedback and let them know you value them and their work.

Eating disorders are mental illnesses, so make sure you know your workplaces policies and procedures around staff illness. If your workplace offers Employee Assistance Programs (EAPs) remind them that they can access this confidential support. If your workplace offers private medical plans, remind them that they may be able to get financial support for treatment or therapy.

Supporting a coworker who is caring for someone with an eating disorder

Having the right support and flexibility in place at work can make a big difference for someone who is caring for someone with an eating disorder.

Supporting someone with an eating disorder can be physically and emotionally exhausting. If you have a colleague who is taking care of someone with an eating disorder, this can take its toll on their physical and mental wellbeing too.

All employees have the right to request flexible working under the Flexible Working Act introduced in 2024. Flexible working practices can be beneficial for those who are supporting a family member with an eating disorder. Being able to accompany a child or partner to appointments or family therapy sessions is beneficial to their loved one’s recovery.

You may be wondering how long the recovery process takes - it often takes time for people with eating disorders to make the first step and seek help. The recovery journey can be complicated and different for everyone. Take a look at our understanding the recovery journey page as it will give you an idea of how recovery isn’t linear.

How you can make a difference in your workplace

In our survey for Eating Disorders Awareness Week 2025, 2 in 3 respondents said they wouldn’t feel comfortable talking to their line manager or a colleague about their eating disorder.

How you talk about mental health, food, exercise and wellbeing in the workplace can have a huge impact on how comfortable someone affected by an eating disorder may feel.

Have a think about your workplace culture and ask:

• What’s your wellbeing policy like – how does your workplace discuss food, health, wellbeing and exercise?
• What’s your mental health policy like – do you have Mental Health First Aiders?
• How does your workplace socialise – do you focus your social activities around meals together or exercise-based activities?

You should consider:

• Raising awareness of eating disorders in the workplace – encourage colleagues to know the signs of an eating disorder; consider workplace training on eating disorders.
• Updating your wellbeing and mental health policies to include information about eating disorders; consider appointing Mental Health First Aiders in your workplace.
• Offering resources and information that can be accessed freely and with privacy, consider adding links to our website on your intranet. You can view and download our leaflets on our website or order them for free.

Be mindful that there may be people in your workplace that have not opened up to anyone about their eating disorder. As a workplace you should:

• Avoid commenting on what people are eating and be thoughtful in how you talk about food in the workplace.
• Avoid negative comments about body image, shapes and sizes; avoid commenting on people’s appearance.
• Avoid talking about exercise routines or calorie counting.
• Avoid promotion of diets that eradicate certain food groups.

If you’re planning on team building or social activities, you should:

• Find ways to value/reward team members that don’t revolve around food or exercise.
• Arrange social activities that don’t centre around food or giving people the option to do something else together like volunteering, crafting or creative projects.

Support/advice available:

Our Helpline

We’re here for you via telephone, email, web chat and online support groups.

Able Futures: They offer support for mental health for workplaces, including nine months of guidance from a mental health specialist on supporting yourself, as well as assistance with getting adjustments at work – no fees. They have a helpline which operates Monday to Friday from 8am to 6pm and their services are available in England, Scotland and Wales.

ACAS: ACAS helpline is for anyone who needs employment law or workplace advice, including employers, employees and workers. Confidential, free advice. Callers do not have to give any personal details. They advise on the rights and entitlements of those with mental illness/conditions and neurodiversity at work, as well as those with physical health conditions. They have a helpline which operates Monday to Friday from 8am to 6pm and their services are available in England, Scotland and Wales.

Labour Relations Agency: LRA offer free, impartial and confidential services to employers, employer bodies, employees and workers in Northern Ireland, as well as Trade Unions, HR and legal professionals. They have a workplace information service number which operates to allow people to enquire about their employment rights and responsibilities in Northern Ireland.

MindLegal Line: Mind Legal Line provides legal information and general advice, including work discrimination and equality. They have a helpline which operates Monday to Friday from 9am to 6pm and their services are available in England and Wales.