Over the past decade, employee wellbeing has evolved from a fringe concept to a mainstream HR priority. Once dismissed as a “nice-to-have,” it is now a part of the benefits offer and HR strategy of many businesses. But as economic pressures mount and organisational focus shifts, a pressing question emerges: are employee wellbeing initiatives here to stay, or are they just a passing fad?
What Do We Mean by Employee Wellbeing?
Employee wellbeing goes beyond physical health to encompass mental, emotional, financial, and social wellbeing. It includes everything from access to mental health support, flexible working, and healthy work environments, to initiatives like financial education workshops and team-building activities.
The CIPD defines workplace wellbeing as creating an environment that actively supports employees’ mental and physical health. You can explore their framework here, CIPD: Health and wellbeing at work.
The Rise of Wellbeing in the Workplace
The COVID-19 pandemic was a major turning point. Employers were forced to prioritise employee wellbeing in ways previously not considered. Mental health, remote work fatigue, and burnout became urgent issues, sparking a cultural shift.
Since then, many employers have introduced wellbeing support measures ranging from mindfulness sessions, to counselling services, EAPs (Employee Assistance Programmes) and hybrid working models. But with the immediacy of the pandemic behind us, some businesses are questioning whether these investments are sustainable or even necessary in the long-term.
Common Scepticism Around Wellbeing
Not all employers are convinced about the benefits of these initiatives. Some argue that employee wellbeing initiatives are nothing more than short lived PR-friendly gestures or tick-box exercises that actually make little to no sustained impact. Concerns include:
- Lack of measurable outcomes: Unlike productivity or absence rates, overall employee wellbeing is hard to definitively quantify.
- Token gestures: Yoga classes and fruit bowls are unlikely to address real employee wellbeing concerns.
- Lacking in depth: Without meaningful cultural change, wellbeing initiatives can be superficial and any initial impact may quickly fade.
These doubts are understandable. After all, investing time and budget into employee wellbeing initiatives without clear evidence of impact can feel risky particularly at a time of economic uncertainty for many businesses when money could be invested elsewhere. But do these criticisms mean employee wellbeing initiatives really are a fad?
The Evidence: Is There Real Value in Wellbeing?
Research increasingly shows that wellbeing initiatives, when done well, do offer tangible benefits. According to Deloitte’s 2024 report, poor mental health costs UK employers up to £51 billion a year, yet every £1 spent on mental health support can return £4.70 in productivity, engagement, and retention gains so there is a strong financial case.
The Health and Safety Executive (HSE) also reports that stress, depression, and anxiety account for over half of all work-related ill health. Employers who take proactive steps in managing psychosocial risks are therefore more likely to see reductions in absenteeism and staff turnover.
Beyond Trend: The Shift Towards Culture
The most effective wellbeing strategies are not standalone benefits but are integrated into a company’s culture. Businesses that embed wellbeing into leadership, communication, and working practices are more resilient and adaptive.
For example, shifting from rigid schedules to flexible working where possible, encouraging open conversations about mental health, and training managers to spot signs of burnout are all signals of a deeper commitment.
What Happens If Employers Drop the Ball?
Pulling back from wellbeing investment may have short-term budgetary appeal, but the long-term consequences can be costly. A demotivated or burnt-out workforce is more likely to experience high turnover, presenteeism, and reputational damage.
In competitive labour markets, wellbeing is also a differentiator. Jobseekers now actively look for employers with a reputation for supporting their people. Cutting back on these initiatives could affect your ability to attract and retain talent.
Are Wellbeing Initiatives Just a Phase?
While some practices may come and go, the core principles behind employee wellbeing are not transient. Just as health and safety evolved from being a compliance obligation to a business imperative, so too is wellbeing.
What’s changing is the approach. Businesses are moving away from performative gestures and towards more embedded, meaningful efforts. And as employee expectations continue to evolve, so too must workplace support structures.
Scepticism about employee wellbeing initiatives is healthy, it helps refine what works and discard what doesn’t. But the evidence and momentum suggest that wellbeing is not a fad. It’s a shift in how we think about work, and the people who do it. By understanding what really matters to employees and aligning that with authentic practices, employers can move beyond the trend and build a healthier, more engaged workforce for the long term.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
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Why not also check out last weeks blog Can the Workplace Environment Adversely Impact Employee Wellbeing?
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
