What we learned about employee wellbeing from 124 workplaces

This past year, we’ve had the privilege of working with 124 clients to support the health and happiness of their workforces. From conversations with their people teams and staff on-the-ground, we’ve learned a lot about what’s working (and what’s not working) in employee wellbeing right now.

It's rare for HR professionals to have the opportunity to learn from the unfiltered wins and losses of their peers; of counterpart organisations and wellbeing initiatives. In this article, we’ve aimed to provide a version of this and aggregate what we’ve observed into five core takeaways — looking at common problems, fail safe solutions, and emergent areas of interest and concern across our client base.

Here’s what 124 organisations have taught us about improving employee wellbeing:

1. Rethink Your EAP

Employee Assistance Programs (EAPs) are often marketed as cost-effective, all-encompassing solutions for workplace wellbeing. The reality, however, is frequently disappointing.

In many cases, employees reported an inconsistent quality of care and felt uncomfortable with the lack of continuity their EAP provided; never speaking to the same person twice (unable to develop a sense of safety and trust with the callee) having to reiterate themselves again and again with each new call (an inappropriate expectation for those in a distressed state) and therefore never getting the consistent, meaningful support required for someone to overcome a mental health problem.

It’s worth noting that not all EAPs are created equal. If you choose to implement one, select a provider with a proven track record of consistency, accredited counsellors, and measurable outcomes and test the service yourself to see what it would be like to access support this way — only then will you start to understand if it’s a good resource for your workforce. Ultimately, when employee counselling is done responsibly, in a structured, consistent way, it can have a profoundly positive impact on the health, happiness and productivity of your workforce. But it will require a relative investment — whether delivered through an EAP or other workplace wellbeing provider.

2. Prioritise Interactivity

Interactive wellbeing experiences have become increasingly popular because they drive high levels of engagement and foster camaraderie among employees. No more ‘death by Powerpoint’.

To ensure the success of your training and/or workshops, focus on interactivity. Engaged participants are more likely to retain information, contribute productively, and embed learnings into their daily lives.

To encourage positive interaction in your wellbeing activities it is important to create safe spaces for people to participate without fear of judgment. For instance, you might reassure attendees that they won’t be singled out, encourage anonymous questions (particularly in virtual settings), or suggest reflecting in advance of the event/training as to whether they have any questions or curiosities about the subject at hand. Simple measures like these can help create a supportive environment that boosts participation and learning.

3. Maintain Momentum with Managers

Managers play a pivotal role in shaping employee wellbeing. Their influence extends beyond their direct reports, making them essential allies in fostering mentally healthy workplace cultures. Mental health training for managers can also relieve some of the pressure on HR teams, as managers become better equipped to identify and address wellbeing issues.

While many organisations recognise this and invest in managers training, sustaining the benefits can require ongoing reinforcement. Without naturally occurring opportunities to use or deepen their skills, even the best-trained managers may struggle to maintain their impact over time.

To address this, consider hosting regular focus groups, offering refresher courses, or sharing best-practice case studies via newsletters. Consistent engagement is key to embedding long-term cultural change, ensuring managers feel confident and equipped to support mental health proactively and reactively.

4. Keep stress, burnout, confidence, and imposter syndrome on the agenda

Issues like stress, burnout, confidence, and imposter syndrome remain critical concerns for employees. While it’s tempting to focus on trending topics to keep wellbeing initiatives fresh, these perennial issues should not be neglected.

According to countless employee surveys, even organisations that have previously addressed these areas find continued demand for sessions on these topics. This demonstrates their lasting relevance and the value of revisiting them periodically.

To ensure your efforts resonate, gather feedback from your workforce about the areas they care most about. Let their input shape your strategy, striking a balance between core topics and new, zeitgeist-driven initiatives.

5. Stay Flexible

This year, we’ve seen more businesses mandate working from the office/upping the number of days required in the office. The response from employees and employers (in relation to staff wellbeing, productivity, and attrition) has been mixed, with the loss of flexibility emerging as a common concern. The benefits of flexible working are well-documented: improved work-life balance, greater inclusivity for employees with disabilities or caregiving responsibilities, reduced absenteeism, and enhanced trust and empowerment.

If your organisation has recently increased its in-office requirements, consider retaining some of the flexibility offered during remote work. Even small accommodations, such as adjustable working hours, can make a significant difference in supporting employee wellbeing while fostering a productive and inclusive workplace culture.

The insights shared above reflect the collective experiences of 124 organisations, but every workplace is unique. The key to successful employee wellbeing initiatives lies in understanding your people — their challenges, priorities, and aspirations  —and designing programs that meet their specific needs.

As the landscape of work continues to evolve, so too must our approaches to supporting employee wellbeing. By remaining flexible, attentive, and proactive, we can foster environments where employees not only feel supported but thrive.

What’s worked — and what hasn’t — for your organisation in workplace wellbeing? Share your experiences in the comments below and, together, we continue to learn and to champion mentally healthy workplaces health across the UK.