How to support employee wellbeing at work

Your people are your greatest asset. When they feel supported and well, they’re empowered to do their best work—and that’s what gives your business its edge.

When your people feel supported and valued, they’re more likely to bring their best selves to work—boosting morale, productivity, and loyalty.

This article will take you through the different dimensions of employee wellbeing, how to provide the necessary support in each case, and how to measure the results.

Here’s what we’ll cover:

What is employee wellbeing?

Employee wellbeing means supporting your people to thrive—at work and in life.

It’s a balanced approach to personal growth that looks at all aspects of health, from mind and body to emotions and finances.

When you adapt the workplace to prioritise these areas, you’re building an environment where people feel happy, supported and motivated.

And it’s your HR team that bears most of the responsibility for nurturing that spirit—through strategies that improve quality of life and employee engagement.

Why wellbeing matters in the workplace

A focus on wellbeing leads to a workplace environment where employees feel valued and supported. When organisations prioritise employee health and wellness, they benefit in several key areas:

Improved retention

Employees who feel valued and supported are less likely to leave.

Wellbeing policies that address these multiple dimensions of health create a sense of care, which fosters loyalty.

Increased productivity

Well-rested, healthy, and mentally supported employees are more efficient, focused, and committed to their work. Addressing physical and mental health needs helps reduce absenteeism and burnout, driving productivity.

Enhanced engagement

Employees who feel their mental, emotional, and physical needs are met are more likely to engage with their work.

High engagement leads to greater enthusiasm for their roles and a stronger connection to the organisation’s success.

Better brand perception

Companies with robust wellbeing initiatives are perceived as caring employers, enhancing their reputation and attracting top talent.

A supportive workplace environment sends a strong message to potential hires and customers alike.

How to measure employee wellbeing?

A proper assessment of employee health and wellbeing helps HR teams decide whether there is room for improvement, and what measures could make the work environment even more supportive.

Ideally, they will use a mix of quantitative metrics from your HR platform and qualitative insights based on employee feedback.

The tools for obtaining this information are:

• Pulse surveys and anonymous feedback forms: tools that gauge stress levels, job satisfaction, and emotional health. Anonymity is crucial, as it encourages honesty and helps employees feel safe sharing sensitive feelings. Fear of judgement or repercussions would cause them to clam up.
• Absenteeism and attendance rates: a high rate of absences in your HR report logs can indicate underlying issues like disengagement, burnout, or work-related stress. Employees may need tailored support or adjustments to their workload.
• Turnover metrics: long-term statistics from your staff roster will surface wellbeing trends and guide your retention strategies. A higher-than-usual turnover rate or increased voluntary departures may point to dissatisfaction or lack of support.
• Engagement scores: surveys or data from performance monitoring software will offer insights into your employees’ sense of connection to their work and the organisation. High engagement typically correlates with better mental and emotional wellbeing.
• Uptake of wellbeing resources: if you offer wellbeing resources — such as Employee Assistance Programmes (EAPs), wellness apps, or mental health days — evaluate the adoption rate. There may be barriers to access or your employees may simply feel these tools don’t meet their needs.
• Feedback sessions: regular manager-employee check-ins provide opportunities to discuss workload, stress levels, and general wellbeing. Feedback loops ensure that any concerns or early warning signs are addressed before they develop into more serious issues.

What factors affect staff wellbeing?

Implementing policies that facilitate wellbeing is one thing, but those policies need to take into account the daily influences that shape the working environment.

You can loosely group these factors into interpersonal/behavioural influences and structural causes:

Interpersonal factors

Leadership

Supportive, empathetic leaders who actively listen to their teams and offer constructive feedback are sure to have a positive effect on employees’ mental and emotional health.

The opposite, such as high-pressure management and a lack of personal interest, can contribute to stress, burnout, and disengagement among employees.

Culture

A positive, inclusive workplace culture that encourages collaboration, respect, and openness can improve employees’ emotional wellbeing.

It makes them feel valued and included.

In contrast, a toxic or overly competitive culture can lead to feelings of isolation or anxiety.

Recognition

Regular displays of recognition and appreciation for employees’ contributions can significantly boost their self-esteem and sense of commitment.

Lack of recognition, however, can lead to frustration and make employees feel undervalued.

Structural factors

Workload

Overloading employees with excessive tasks or unrealistic expectations sets them up for counterproductive mental or physical strain.

Chronic stress from accumulated demands impacts both emotional and physical wellbeing, leading to burnout or absenteeism.

Benefits

Comprehensive benefits packages that include health insurance, mental health support, and retirement plans go a long way to improving financial and physical wellbeing.

It cuts stress and promotes greater job satisfaction.

Job security

Doubts over job security can cause anxiety and stress, affecting mental and emotional wellbeing.

Employees who feel uncertain about their future in the company may struggle with concentration, engagement, and motivation.

Early signs of poor wellbeing at work

Before employees actually start complaining about issues at work, there may be changes in their behaviour that indicate degradation of wellbeing.

Below are some key symptoms and how to spot them:

Absenteeism

Track attendance patterns and conduct regular check-ins with employees to identify trends in frequent or unexplained absences.

Look for patterns where specific individuals take time off around high-stress periods or after major project deadlines.

Anonymous surveys can also reveal if stress or mental health concerns are contributing to absenteeism.

Disengagement

Monitor employee engagement through regular pulse surveys and feedback tools.

Look for shifts in participation during meetings or collaborative tasks.

Employees who are disengaged may stop volunteering ideas, avoid communication, or withdraw from team activities.

Regular 1:1 meetings with managers to discuss work satisfaction and personal wellbeing can also reveal signs of disengagement.

Burnout

Pay attention to employees who show signs of chronic fatigue, such as a decrease in productivity or consistent tardiness.

Compare performance indicators with past outputs.

Make sure your regular surveys include questions on stress levels and workload.

Encourage managers to ask about energy levels and feelings of exhaustion during routine check-ins.

High turnover

Keep track of retention metrics over time to spot any correlations between turnover spikes and poor wellbeing trends.

Exit interviews can reveal whether wellbeing concerns—like stress or burnout—are driving employees to leave.

Look for recurring reasons such as stress, burnout, or dissatisfaction with workload.

Additionally, informal feedback from current employees during surveys or regular 1:1 meetings may give insight into whether employees are seeking a better work-life balance elsewhere.

What are examples of wellbeing initiatives?

To truly improve employee wellbeing, initiatives must be consistent and employee-informed.

If employees perceive these efforts as merely one-time perks, they will come across more as showcasing than genuine interest in staff welfare.

Below are examples of initiatives that you can integrate into your company’s culture and daily practices.

Mental health and emotional wellbeing

Mental health support.

Implement Employee Assistance Programmes (EAPs) that offer confidential counselling services, helping employees manage stress, anxiety, and personal challenges.

Paid access to mindfulness or therapy apps

Provide employees with access to apps like Headspace or BetterHelp to promote relaxation, mindfulness, and mental health support.

You could complement these with company-sponsored meditation sessions, breathing exercises during breaks, or providing spaces for quiet time.

The HR team could look into partnerships with local mental health professionals or on-site wellness fairs offering free consultations.

Mental health days and burnout prevention policies

Establish policies that allow employees to take paid time off when needed to manage stress, preventing burnout before it becomes a larger issue.

Manager-led wellbeing check-ins

Encourage regular 1:1 meetings between employees and managers, focused on mental health and workload balance.

This helps employees to feel they are heard and supported.

Manager training in emotional intelligence

Train managers to engage in active listening so they recognize signs of stress and emotional distress in their teams.

They will learn how to respond with empathy and when to provide the necessary support.

Physical wellbeing

Physical wellness programs

Offer wellness perks such as yoga sessions or ergonomic office equipment.

On-site or virtual fitness classes

Provide access to fitness programs, either in-person at the office or virtually, to help employees stay active and healthy.

One idea in this category is “walking meetings”, which with today’s mobile technology are even feasible for remote staff.

Gym subsidies or step count challenges.

Offer gym memberships or subsidies, or create friendly step count challenges that encourage employees to stay active and engage in regular exercise.

Healthy snacks or hydration stations in the workplace.

Stock the office with nutritious snacks and provide hydration stations to promote healthier eating habits.

Financial wellbeing

Financial wellbeing tools

Provide employees with access to financial planning tools or apps that help them manage their finances, track spending, and set goals.

This could include retirement planning resources to help employees plan for their future.

Financial education sessions

Offer workshops or webinars to educate employees on managing personal finances, budgeting, and saving for the future.

Employers may match employee contributions or provide additional financial support to encourage participation in savings programs.

This enhances financial security by helping employees save for unexpected expenses and avoid financial strain in times of need.

Social and emotional wellbeing / community building

Peer support groups

Establish peer support networks or employee resource groups (ERGs) where employees can share experiences.

This helps them connect and support each other in both personal and professional matters.

Encourage employees to get involved in social causes through volunteering.

This helps to build strong emotional ties within the team while nurturing a sense of fulfilment beyond the office.

Social events

Organise team-building activities or social occasions that foster a sense of connection and trust among employees.

This promotes collaboration and improves morale.

You could include wellness challenges such as journaling or limiting screen time.

Work-life balance and flexibility

Flexible hours or compressed workweeks

Allow employees to set their own work hours or take advantage of compressed workweek schedules.

For example, working four days instead of five, or incorporating one day of remote work, would help them balance work with personal commitments.

Remote or hybrid work arrangements

Offer flexible work options, such as remote or hybrid work, to give employees more control over where and how they work.

Asynchronous communication

Avoid constant meetings by encouraging employees to collaborate asynchronously.

Greater reliance on email, or online chat solutions like Slack, give staff the freedom to manage interruptions and reduce fatigue.

Final thoughts: Creating a well-being culture in the workplace

Embedding employee wellbeing into the core values of your organisation is a way to create a supportive, productive, and sustainable workplace.

When wellbeing is a foundational aspect of your company culture, employees are more likely to feel valued, engaged, and motivated.

Talent management software is an ideal tool for coordinating and tracking wellbeing initiatives.

It can streamline tasks relating to employee engagement, performance management and wellbeing tracking, making it easier to offer tailored support and measure progress.

Solutions like Sage HR enable businesses to track absenteeism, gather feedback through surveys, and ensure employees have access to the support they need.

FAQs on employee health and wellbeing

1. What is the difference between wellness and wellbeing in the workplace?

Wellness generally refers to physical health, and in a workplace context refers to activities like fitness challenges, nutrition advice, or providing gym memberships.

Wellbeing is a more comprehensive concept, expanding to include mental, emotional, social, and financial health.

In the workplace, wellbeing is dealt with through a holistic approach that supports employees in multiple areas of their lives, both professionally and personally.

So, while wellness programs are an important part of wellbeing, wellbeing covers a broader scope, aiming to improve overall life satisfaction and work-life balance for employees.

2. How can small businesses support employee wellbeing on a budget?

Supporting employee wellbeing doesn’t always require a big budget.

Small businesses can implement simple, cost-effective initiatives that show employees they are valued and supported.

Small businesses are usually more agile than major enterprises, giving them the flexibility to offer greater freedom in scheduling working hours.

This makes them potentially more open to mental health days, which don’t have to be paid days off. 

It’s also easier for these companies to adopt a culture of openness and accessibility, where employees feel comfortable sharing concerns with leadership.

This can easily lead to informal team-building events, like virtual coffee chats or team lunches.

And there are plenty of free or affordable tools, like Google Forms for anonymous feedback surveys or free mindfulness apps like Calm and Headspace.

3. What role does leadership play in employee wellbeing?

The approach to leadership can guide employee wellbeing by setting the tone and modelling healthy behaviours.

When leaders prioritise balance, set realistic expectations, and regularly check in with empathy, it fosters psychological safety and trust within the team.

Leaders who demonstrate the importance of wellbeing through their actions create a supportive work environment where employees feel valued and heard.

This can encourage staff members to prioritise their own health.