Health and wellbeing support has long been considered a perk for employees, but today, it’s central to good people management. You know that absenteeism, stress, and burnout can derail performance - but by the time someone’s off sick, it’s already too late.
The most progressive HR strategies now focus on prevention. According to a recent HR Magazine article, there’s a growing shift from reactive support (like EAPs and time off) to proactive solutions that catch problems early or avoid them altogether. That could mean rolling out regular health checks, rethinking workload design, or creating truly flexible working environments.
It’s not about pampering people, but rather, it’s about enabling them to bring their best selves to work. And that’s good business sense.
Gen Z is reshaping expectations
There’s a generational shift happening too. Research by Vitality and Cebr, reported in People Management, found that mental and physical health now ranks higher than salary for many Gen Z professionals. Younger workers are prioritising their wellbeing and they expect you to do the same.
If you’re struggling to attract or retain younger talent, this could be why. Wellbeing isn’t a nice-to-have - it’s a make-or-break factor in choosing a role or deciding to stay.
That doesn’t mean launching a meditation app and calling it a day. It means showing you take mental health seriously, offering personalised support, and embedding wellbeing into your leadership style and company culture.
Poor health costs you more than you think
Poor employee health is not just a personal issue; it’s a bottom-line one. 148.9 million working days were lost due to ill health in 2024. That’s a huge hit to output which affects the bottom line in a direct way, but also to morale, and team dynamics which can have a hidden impact too.
On the flip side, companies that invest in a proactive health strategy see measurable benefits: lower absenteeism, higher engagement, better performance., and reduced turnover. If you want to future-proof your team, this is a critical area to focus on.
Build a culture of care
So where do you start? You don’t need to reinvent the wheel, but you do need to be intentional. That might include:
· Auditing your current support structures and benefits
· Training managers to spot early warning signs of burnout
· Normalising conversations around mental health
· Offering flexible working options without stigma
· Creating wellbeing champions within the team
Ultimately, it’s about embedding wellbeing into how you work, not just as a benefit you offer. Prevention only works if people feel safe and supported enough to speak up before things escalate.
Wellbeing and recruitment go hand-in-hand
Today’s top talent looks at more than salary and title. Candidates want to know they’ll be looked after, and that they are valued as individual’s with health to value, rather than cogs in a machine to be used until they burn out.
That’s why wellbeing is now a recruitment advantage. When you invest in employee health, you send a clear message: we value people. That helps you attract and retain high performers, and it builds loyalty from day one.
Work with us and we can champion your employer brand so that you attract the best talent. Get in touch on 020 7870 7177.