Now that Self-Care Month has begun, it's time for HR and wellbeing leaders across Europe to reflect on the critical role self-care plays in building resilient, productive, and engaged workforces. This article explores why self-care is more than a personal responsibility — it's a strategic business priority.
Self-care is no longer a "nice-to-have" in the modern workplace—it's a vital component of organizational resilience and performance. According to WTW's 2025 Benefits Trends Survey[1], employers across Europe are recalibrating their benefits strategies to focus on what truly matters: employee wellbeing, mental health, and financial resilience.
The health of Europe's working-age population is under pressure. Across the region, rates of non-communicable diseases, which are typically long-term health conditions requiring ongoing management and medication, are increasing rapidly. Many of these are exacerbated by lifestyle and behavioral factors such as smoking, excessive alcohol consumption and lack of physical activity.
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Use self-care month to run internal campaigns, webinars, and challenges that educate employees on simple self-care habits. Many health benefit providers offer support for health and wellbeing engagement. Asking them for support can be a quick and cost-effective way of delivering an awareness campaign within your organization.
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Support line managers to recognize signs of burnout and encourage self-care within their teams. Providing clear guidance on resources available for employees and how they can access support when it is needed is critical to empower managers to be effective in supporting employee wellbeing and resilience.
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Flexibility supports work-life balance, a cornerstone of self-care. It's not always possible to offer fully flexible working but adapting and enhancing working practices where possible can make a significant impact on employee health and engagement.
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Platforms offering meditation, fitness, and mental health support can be cost-effective and scalable for employers to implement. Many existing health benefit policies include digital health solutions that can be accessed without additional cost, so the key is to ensure employees are aware of them and maximize the value to the organization.
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HR professionals often neglect their own wellbeing. Encourage self-care practices within your teams to model healthy behaviors and ensure you are aware of the benefits and support offered to your employees and managers.
Leadership buy-in is critical. WTW's Global Benefits Attitudes Survey 2024[7] found that organizations with strong leadership engagement in wellbeing strategies report significantly better outcomes in employee satisfaction and retention.
Senior leaders should not only endorse wellbeing initiatives but also participate in them. This visibility helps embed self-care into the organizational culture.
Investing in self-care and wellbeing isn't just good for people — it's good for business. According to WTW's research:
Companies with strong wellbeing strategies report lower turnover and higher engagement[10] These outcomes translate into tangible financial benefits: reduced healthcare, disability and death in service claims, lower recruitment costs and improved productivity.
WTW offers a range of solutions tailored to European employers looking to enhance their wellbeing strategies:
Self-Care Month is the perfect opportunity to kickstart or reinvigorate your organization's wellbeing strategy. But the real impact comes from sustained, strategic action — led by HR, supported by leadership, and embraced by all.
Let's make self-care a shared responsibility — and a strategic advantage.
