Increase profitability by 23%
Boost productivity by 21%
Increase profitability by 23%
Boost productivity by 21%
Most organisations want to support their employees’ wellbeing. Yet many fall into the trap of offering surface-level perks that sound great, but have little measurable impact. Free snacks, ping pong tables or a vague “mental health day” policy may sound lovely and supportive, but they rarely address the real needs of today’s workforce.
When designed and implemented with care, employee wellbeing initiatives can reduce stress, boost employee engagement and support long-term performance. More importantly, they reflect an organisation’s commitment to listening to employees and acting on what they need to feel healthy, supported and motivated at work.
Our team of HR experts have put their heads together and outlined eight impactful employee wellbeing initiatives that reflect current challenges, employee expectations and the latest research with practical steps to bring them into your organisation.
Delve deeper and explore our employee wellbeing guide
If you’re looking for data to truly understand the need for wellbeing support, we can look to the fact that nearly 10% of adults in the UK took time off for mental health reasons over the past year. Clearly, people are feeling increasingly wiped out or worn down and they need time away for perspective and clarity. And while awareness has grown in this area, many organisations are still relying on reactive or one-size-fits-all approaches.
A more effective model takes a holistic view of employee wellbeing, with support that spans mental, physical, emotional and social health. This can include:
Wellbeing support is most impactful when it’s visible, inclusive and genuinely accessible. It should be backed by regular feedback channels to understand what employees actually need and whether current support is working.
Despite an increase in employers encouraging employees to come back to the office over the past few years, research shows that employees greatly value and want flexibility rather than a ‘one size fits all’ approach. Employee wellbeing initiatives must reflect how people’s lives operate outside of work. That means moving beyond occasional remote working and offering true flexibility where possible, including:
Companies like Dropbox and Eventbrite have adopted flexible leave policies and project-based work expectations, reporting improved retention and morale. Flexibility should never compromise business goals, but thoughtful approaches allow employees to manage both personal responsibilities and professional expectations without undue stress.
Technology can be both a support and a stressor. Used well, it can help employees manage workloads, stay connected and access wellbeing resources easily.
Organisations are increasingly investing in wellbeing tech, including:
Eemployees with access to digital wellbeing tools are more likely to feel supported at work. But tools must be intuitive and integrated into everyday workflows rather than becoming another digital burden.
Financial pressure affects sleep, decision-making and overall mental health and it directly impacts employee performance.
Many businesses are now offering employee wellbeing initiatives focused on financial health, including:
Transparent communication around benefits, payroll and financial wellbeing goes a long way in building trust and reducing unnecessary worry. Giving employees access to professional advice rather than leaving them to navigate it alone is a smart and supportive investment.
Rather than waiting for burnout or absenteeism to appear, organisations are investing in preventative health programmes that identify risks early and promote healthier habits.
This might include:
Remote work has many benefits, but it can also blur the lines between work and personal life. It’s easy to slip into the habit of working during your free time, which can lead to feelings of overwhelm and burnout in the long run, if left unchecked.
To avoid this, employee wellbeing initiatives are putting measures such as the following in place:
When employees are encouraged to switch off without guilt, they return more focused, creative and engaged. Companies must be willing to back this culturally not just in policy.
The Campaign to End Loneliness estimates that lonely workers cost UK employers up to £2.5 billion each year due to reduced productivity and higher staff turnover.
Social wellbeing is a growing priority particularly for hybrid or remote employees who may feel isolated. Meaningful employee wellbeing initiatives in this area include:
It’s not about forced fun or mandatory quizzes. It’s about giving people options to connect in authentic, meaningful ways. Employees who feel connected are more likely to stay, contribute ideas and speak up.
Line managers have the most day-to-day impact on employees’ wellbeing but many feel unprepared to support it. A recent Mind survey found that 49% of managers said they would welcome training on how to have wellbeing conversations.
Practical support includes:
By empowering managers with the right tools organisations send a clear message that employee wellbeing is everyone’s responsibility; not just HR’s.
Employee wellbeing initiatives such as the ones we discussed above reflect how organisations listen, respond to and care about their people. They move beyond surface-level perks and into practical measurable change. When built on feedback these initiatives help uncover what matters most and show employees that their voices count.
Listening to employee sentiment through an intuitive survey platform, acting on the insights with clarity and care and keeping wellbeing as an ongoing conversation not just a policy is what creates real impact.
To measure where your organisation stands, get in touch to see how our actionable employee experience platform and an impactful staff wellbeing survey can support your wellbeing strategy.
