Wellbeing Strategy that considered and planned in a market

Employers believe the wellbeing of their employees is important

84% concern for the wellbeing of employee is important part of this organisation’s culture

Employees’ emotional wellbeing is the top priority for employers over the next three years

93% of employers say employees’ emotional wellbeing is an important priority over the next three years

Top concerns

Issues for organisations’ workforce

• 67% stress and burnout
• 50% mental health

Top programmes

Emerging

• 63% Measure the stress of the workforce and the leading cause
• 53% look for opportunities to build employee resilience

Rising costs and lack of data to measure outcomes are the biggest challenges in effectively delivering wellbeing programmes

• 59% Rising costs
• 43% Lack of data to measure programme outcomes or changes in employee behaviour
• 38% insufficient financial support

Actions:

1. Evaluate overall wellbeing programme activites, design and delivery
2. Evaluate total costs for health and wellbeing programmes (employer and employee)
3. Use empmoyee listening to better understand what benefits employees want and need, and build this into a communication strategy

Employers are focusing on communications and employee experience

A third of employers say that lack of employee understanding of and engagement with wellbeing programmes is the top challenges

Only a third of employers say that they are effective on making employees aware of their health risks/status and the solutions available to them to address those risks

The top two actions in each area of wellbeing that employers are planning or considering in the next three years

Physical wellbeing

40% sponsor programmes that target specific cases or chronic conditions

37% offer lifestyle risk management programmes

Emotional Wellbeing

63% measure the stress of the workforce and the leading causes

53% look for opportunities to build employee resilience

Financial Wellbeing

39% offer financial wellbeing webinars that educate on various financial issues employees face

38% offer and promote personalized financial decision support for spending, borrowing and saving

Social Wellbeing

41% review/develop policies and procedures to incorporate diversity, equity and inclusion (DEI) objectives

37% incorporate diversity, equity and inclusion (DEI) priorities in benefit programme design