Personnel Today
  • OHW+
  • Resources
    • Clinical governance
    • Disability
    • Ergonomics
    • Health surveillance
    • OH employment law
    • OH service delivery
    • Research
    • Return to work and rehabilitation
    • Sickness absence management
    • Wellbeing and health promotion
  • Conditions
    • Mental health
    • Musculoskeletal disorders
    • Blood pressure
    • Cancer
    • Cardiac
    • Dementia
    • Diabetes
    • Respiratory
    • Stroke
  • CPD
  • Webinars
  • Jobs
  • Personnel Today

Register
Log in
Personnel Today
  • OHW+
  • Resources
    • Clinical governance
    • Disability
    • Ergonomics
    • Health surveillance
    • OH employment law
    • OH service delivery
    • Research
    • Return to work and rehabilitation
    • Sickness absence management
    • Wellbeing and health promotion
  • Conditions
    • Mental health
    • Musculoskeletal disorders
    • Blood pressure
    • Cancer
    • Cardiac
    • Dementia
    • Diabetes
    • Respiratory
    • Stroke
  • CPD
  • Webinars
  • Jobs
  • Personnel Today

Wellbeing and health promotionWellbeingOccupational Health

Employee wellbeing is not paternalistic, it is a business imperative

by Andy Philpott 29 Oct 2015
by Andy Philpott 29 Oct 2015

With recent research suggesting that less than half of organisations see employee wellbeing as an employer issue, Andy Philpott argues that wellbeing is not paternalistic – it is a business imperative. And HR needs to act now.

A poll of 250 HR directors by leadership development firm Morgan Redwood in August 2015 found that less than half consider employee wellbeing to be an employer issue. This came in the wake of research this year by employee benefits provider Edenred, which found that the majority of employers believed in the link between business performance and employee wellbeing, but only see wellbeing as a “nice to have”.

It appears that the very people who are responsible for ensuring that organisations have people with the capability, skills and talent to sustain success in the future are missing one of the defining challenges in the workplace.

Wellbeing and EAP resources

EAP policy

Good practice guide to wellbeing

Stress management

Employee Assistance Programmes

Few HR practitioners in the UK can disagree with the fact that we already have a “wellbeing problem” and that it is damaging to our organisations.

Levels of sick leave are higher than they need to be particularly in the public sector – and our collective inability to effectively manage sickness absence has led to direct policy intervention from the Government.

Meanwhile, for those in work, stress and the problem of “presenteeism” continue to blight employees in their day to-day jobs. It is already a drag on performance that is holding us back.

Now, consider what is coming further down the line. Due to fundamental demographic shifts, we will see ageing employees staying in employment longer. Sedentary jobs dominate many areas of the workforce, as does the use of screens and technology, which blurs the line between work, leisure and home life.

All of these factors will dictate the future health of the workplace and, if we are to have a workforce that is able to perform and support our organisations, we need to think carefully about how we plan for and support their wellbeing in the face of these new challenges.

What needs to be done to support employee wellbeing?

HR practitioners can start now by positioning employee wellbeing as a talent and performance issue for their organisations. By that I mean something that has a substantial bottom-line impact and therefore needs careful proactive investment and management. To achieve this, we need to find smarter ways of measuring the impact of wellbeing, which go beyond blunt and outdated measures such as counting sick days.

At the same time, we also need to reframe the way that organisations think about employee wellbeing. To succeed here, we need employers to recognise that physical, mental and financial health are all drivers of wellbeing and they need more proactive support.

Around physical wellbeing, we need to go beyond the way that organisations support their employees. As an obesity epidemic looms, new research points to fundamental problems with the sedentary workplace that dominates many industries today.

Health insurance, gym membership and cycle-to-work schemes all have their place, but they should be accompanied by new interventions and policies that make sure the fabric of our workplaces is geared towards health preservation. Interventions such as standing desks and changing facilities for people to encourage exercise during the working day need to be as mainstream as car parking spaces and the old-fashioned desk set-up that is still commonplace today.

Mental wellbeing

Employee assistance programmes are now mainstream but do they really help employees, or are they just a compliance mechanism for employers? We have to work harder and more proactively so that we have managers who are better able to set realistic targets, spot and work through issues of stress with employees and identify those who inevitably need support for the mental health issues that are such a common part of life.

This, in turn, will ensure that employees feel that they can raise these issues when they arise. Also, it would make sense to tweak working hours and practices, to reduce time spent on sapping stressful commutes and redressing the work-life balance.

Financial wellbeing

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

Lastly, we need to recalibrate the way we look after employees’ financial wellbeing. The death of the final-salary pension and decreasing job stability mean that many employees have to think much harder about how they will generate the financial security that previous generations enjoyed. As we go through this change, employers need to consider new ideas such as company mortgage schemes and financial education programmes that can help to reduce finance-related stress.

The concept of employers taking responsibility for employee wellbeing may be relatively new, but is not one that HR directors and managers can put on the sidelines for much longer. We need to explain that this is not a case of misplaced paternalism but of hard-headed commercial self-interest, which ensures that our organisations and our people continue to thrive as the workplace changes.

Andy Philpott

Andy Philpott is sales and marketing director at employee benefits provider Edenred. You can get a copy of Edenred’s 2015 research by reading Edenred's Health and Wellbeing white paper

previous post
Unipart HR director: HR’s key role in solving the productivity puzzle
next post
Modern slavery regulations come into force

You may also like

Workplace stress: Why it’s time to rebrand resilience

22 May 2025

Uncertainty over law hampering legal use of medical...

20 May 2025

Employers ‘worryingly’ ignorant about stress risk assessments

20 May 2025

Awareness weeks fuel spike in demand for mental...

19 May 2025

Healthcare workers prioritise mental health support in new...

12 May 2025

Preparing for a new era of workforce planning...

8 May 2025

Two-thirds of school leaders suffering mental ill health

6 May 2025

Employers urged to do more to tackle loneliness

1 May 2025

‘Healthy work’ about much more than access to...

28 Apr 2025

Tool developed for employers to calculate cost of...

28 Apr 2025

  • 2025 Employee Communications Report PROMOTED | HR and leadership...Read more
  • The Majority of Employees Have Their Eyes on Their Next Move PROMOTED | A staggering 65%...Read more
  • Prioritising performance management: Strategies for success (webinar) WEBINAR | In today’s fast-paced...Read more
  • Self-Leadership: The Key to Successful Organisations PROMOTED | Eletive is helping businesses...Read more
  • Retaining Female Talent: Four Ways to Reduce Workplace Drop Out PROMOTED | International Women’s Day...Read more

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • OHW+
  • Resources
    • Clinical governance
    • Disability
    • Ergonomics
    • Health surveillance
    • OH employment law
    • OH service delivery
    • Research
    • Return to work and rehabilitation
    • Sickness absence management
    • Wellbeing and health promotion
  • Conditions
    • Mental health
    • Musculoskeletal disorders
    • Blood pressure
    • Cancer
    • Cardiac
    • Dementia
    • Diabetes
    • Respiratory
    • Stroke
  • CPD
  • Webinars
  • Jobs
  • Personnel Today