Expert Opinion: Wellbeing at work

Rob Birley, from Stockport HR consultancy, Cornerstone Resources, discusses how and why businesses must adapt their approaches to supporting the physical, mental and emotional health and wellbeing of their employees.

Employee wellbeing. We all want to promote it but do we always know how?

Employee wellbeing at work isn’t just a benefit or a “nice thing to have” it’s a strategic priority. Research shows that the healthier employees are more engaged, more productive and less likely to take sick leave. A culture of wellbeing and nurturing this culture of “care” can also enhance talent retention and attract top tier candidates to the businesses. 

Why does wellbeing matters in the workplace?

In the UK, around 105,000 organisations offer an Employee Assistance Programme (EAP) to their 24.45 million employees. This represents around 75% of the entire UK workforce according to Employee Assistance Programme, but what happens to those employees who don’t have the benefit of EAP and wellbeing support at work?

How can an Employee Assistance Programme support an employee’s wellbeing in the workplace?

Employers that offer an EAP to their workforce can be confident that their employees have easy access to confidential support and guidance for both personal and work-related issues. This support can consist of counselling, practical advice and referrals for therapy or resources. Improving employee wellbeing reduces stress and can potentially boost morale in the workplace and reduce absenteeism. EAP’s have been shown to significantly reduce sickness absence in the workplace (UK) with some evidence suggesting a sickness absence reduction of 20- 60% (CIPD) when organisations offer an EAP service to employees. This allows for early intervention, potentially reduces the number of sick days. On average a worker took 7.8 sick days per year is 2024 according to Simply Health 2023 Health and Wellbeing at work survey, this representing the highest level of employee sickness absence in over a decade.

What can Line managers do to support employee wellbeing at work?

Line managers can play a crucial role in supporting wellbeing in the workplace, they are often the first point of contact for employees and can boost team morale, reduce stress levels and overall job satisfaction.

Open communication:

Creating a safe space for employees to speak openly about challenges they may be facing both at work and personally. Conducting regular 121 check ins is important. not only talk about work, but to see how they are doing personally If anything is identified in these meetings then early intervention and support can be offered.

Promote Mental Health Awareness:

Encourage mental health and where to find supportive resources. There are some great resources online such as the Mental Health Foundation, CALM. Mind and Samaritans these foundations all offer support in time of crisis. Making conversations with employees “normal” when discussing mental health this will help reduce the stigma and to emphasis “its ok to not be ok sometimes”. Line managers being trained to recognise signs of stress, burnout and anxiety of their employees can support in creating a positive wellbeing culture.

Support work life balance:

As a line manager putting in boundaries around working hours and personal time is important allowing employees to “switch off” from work is vital for a healthy work life balance. Encouraging employees to take their breaks allows employees to get away from their desks or office space and can increase productivity and creativity. Allowing breaks from prolonged sitting, reduces stress, improve mood and can lead to a refreshed perspective on tasks ahead.   Encourage employees to use their annual leave, taking time out of the business to rest and recharge this reducing burnout. Creating a sustainable culture of engagement, productivity and happiness is key to keeping your employees engaged.

Recognise and appreciate:

Employees don’t always want to be rewarded with money and extra benefits a simple “thank you” and a nod of appreciation can be all it takes. Celebrate employee achievements both big and small, always provide regular constructive feedback. You can show appreciation through words, gestures or small rewards can be all it takes to make that employee feel appreciated and boost their wellbeing at work.

Encourage development and purpose:

Some employees have strong career aspirations and drive to grow and develop within the organisation. As a line manager you can play a vital role in supporting career development through training and mentoring, helping employees see how their valued work contributes to the business goals and objectives and praising them for the crucial role they play within the team. Involving employees in business decisions or proposed changes can promote a sense of value and appreciation and make them feel that “their voice is heard”.

Lead by example:

As a line manager modelling healthy behaviours and being a leader in promoting wellbeing at work it vital to demonstrate to your colleagues that you are “only human” too, by following simple steps like taking regular breaks and maintaining boundaries emphasises the importance of wellbeing at work. Showing vulnerability when appropriate can support to build trust and relatability with employees. This enhances working relationships, and employees will feel more comfortable speaking to their line manager. Applying consistent and fair actions is vital for setting the tone for respect, inclusiveness and reinforcing a culture where wellbeing is a priority.

How can your organisation get employee wellbeing right?

Over the years of working within  the HR sector I have been involved in several wellbeing and absence reviews where employees have expressed that they don’t feel they are getting the right support from their employer in regards to wellbeing and feel” let down” in relation to their wellbeing and health – here are my top tips on how HR can support you in getting the foundations right when it comes to employee wellbeing:

1. Ensure you have a clear policy in place in reference to what is offered to employees to promote wellbeing in the workplace.
2.  Align the wellbeing goals with business objectives and goals ensure all employees demonstrate these values in their day to day working life.
3. Review and adapt strategies based on employee feedback, surveys and data – your employees will tell you what they want to see regarding wellbeing at work.
4. Provide accesses to an Employee Assistance Programme – Cornerstone Resources can support you with this.
5. Offer mental health training for managers and staff, have mental health first aiders within the business so employees have a point of contact if they are struggling.
6. Partner up with local gyms or wellness providers for discounts or arrange a “work walk and lunch” once a week.
7. Promote healthy eating through office snacks, vending machines and canteen options.
8. Employee surveys and wellbeing assessments are vital pieces of data to drive decisions on what wellbeing should look like in the workplace.
9. Managing absence , turnover and engagement metrics using a reliable HR platform – Cornerstone Resources work in collaboration with the BREATHE HR – that helps save time and streamline processes.
10. HR can tailor “return to work” documents that are more wellbeing focused, using empathetic and supportive language.

Everyone wins

Wellbeing at work is everyone’s business and is a strategic advantage to an organisation. With the right support and interventions employees can thrive in an environment where they feel appreciated and cared for this in turn allows the business to flourish.

Every layer and department of the organisation plays a vital role in building a positive wellbeing culture where there is trust, care, kindness and balance. Embedding wellbeing and business values into the working culture can boost engagement, reduce burnout and motivate the workforce “when people feel well, appreciated and cared for, they work well“.