Jan 16

Nurturing wellbeing in the workplace

In the dynamic landscape of today’s workplaces, fostering employee wellbeing has emerged as a key priority for companies aiming to create a positive and productive environment. With a diverse workforce comes diverse needs so a holistic approach to wellbeing is recommended to contribute to a healthier, more fulfilling work experience for all.

Physical Health

Promoting physical health within the workplace might seem simple, but it’s best to make sure this is also inclusive. A reduced gym membership rate with the branch next door the office might seem like a great perk, but likely won’t suit all employees. Those that live further away, have caring responsibilities or disabilities might not be catered to, and not everyone wants to work out next to a colleague! Consider offering a wider range of options in the hope of supporting your whole team – subsidised gym memberships, on site yoga during lunch hours, free healthy food such as fruit, ergonomic workstations, eye care vouchers and encouraging regular breaks both during the day and by using holiday allowances.

From a benefits perspective, private medical insurance or healthcare, dental and optical cash plans can support employees to deal with health concerns and long term disability insurance, whilst an expensive benefit can be an incredible support to those with long term medical issues.

Alongside this, robust health and safety policy procedures should be maintained to protect employees in the workplace.

Mental Health

Equally important is employee’s mental health and encouraging a culture of openness and trust can reduce the stigma and fear employees may experience when discussing their mental health. Providing to access to free, confidential support is a key element such as Employee Assistance Programs, many of which include free counselling sessions and workshops.

Managers should be trained to understand how best to support the mental health of their team, particularly in relation to workplace stress. It will never be a one size fits all approach, but key principles in communication and resources create a firm basis and build a manager’s confidence in successfully discussing mental health with their teams. Depending on the size of the organisation, it might also be possible to invest in mental health first aid training for managers or employee representatives.

It’s worth noting that just as with physical conditions, mental health conditions may be considered as disabilities under the Equality Act and therefore providing reasonable adjustments is legally required. We’d encourage you to work with an HR expert and occupational health professional on these types of concerns.

Financial Wellbeing

Financial concerns are a significant source of stress for many employees. Offering financial literacy programs to employees can empower them to make informed decisions about their money, giving back a feeling of security and reducing stress. Financial wellness education might take the form of workshops, one-on-one financial counselling sessions or partnering with financial experts to provide guidance on budgeting, saving, investments, and debt management.

Recognising that employees may face financial difficulties through no fault of their own and offering channels such as Employee Assistance Programs for confidential discussions about financial challenges can be beneficial.


Depending on the size of the business and budget, there are also many benefits that can be provided to support employee wellbeing such as health insurance, contributory pension plans, and flexible benefits spending accounts can significantly improve many facets of wellbeing.

Any benefits should be reviewed regularly to ensure they remain competitive and aligned with the evolving needs of the workforce, as should salaries to ensure they are fair within the external market as well as internally.

Flexible Working

A holistic approach to wellbeing wouldn’t be complete without considering flexible working. Flexible working is vital to many employees to manage their family life, health or other commitments and maintain an effective work-life balance. With so many options made available by technology, not supporting flexible working can result in lost talent, low employee motivation, and increased sickness absence.

The laws on flexible working are changing to make requesting flexibility a day one right, and to reduce the onus on employees to explain how the alterations to their work pattern might impact the company and/or ways to mitigate this. Managers should consider requests carefully, and it is often advisable to work with an HR expert, particularly with complex requests.

Recognition and Appreciation

Acknowledging and appreciating employees for their hard work and contributions can significantly impact their overall wellbeing. Regular recognition programs, employee of the month awards, or simple expressions of gratitude can create a positive and motivating atmosphere within the workplace.

Continuous Feedback and Development

Providing regular feedback and opportunities for professional development contributes to give employees a sense of purpose and growth. Employees who feel invested in and supported in their career paths are more likely to experience higher job satisfaction and overall wellbeing.

Prioritising employee wellbeing  can build a resilient workforce that thrives both personally and professionally and enables your organisation to that thrives both personally and professionally

IF you would like advice on how to measure wellbeing or implement wellbeing initiatives in the workplace get in touch, we’d love to support you and your business.

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