Workplace wellbeing is key to retention

Workplace wellbeing is key to retention

Sarah Hall, Employment Law & HR team, explores practical steps employers can take to enhance workplace wellbeing.

Wellbeing is one of the most significant words in the employment space in recent years but what does it actually mean in practice for employers? From mental health support and flexible working arrangements to fostering an inclusive environment and offering comprehensive employee benefits, these strategies can improve workforce wellbeing, boost retention, and attract top talent.

While salary arguably still tops the priority list for many employees – something unlikely to change while the cost-of-living crisis continues – wellbeing is an increasingly important factor for many workers in their choice of employer. Put simply, it appears that employee wellbeing is non-negotiable if employers want to attract and retain talent.

However, when it comes to employee wellbeing, it can be hard to cut through the noise and work out what really makes a difference. From our own team engagement surveys, market research and working with leading businesses in the region, we’ve identified some of the key areas for employers and employees alike.

Mental health support

As the conversation surrounding mental health continues to become more open, so too does the mental health culture of our workplaces. Safeguarding the mental wellbeing of employees is one of the key challenges facing employers. Indeed, it’s estimated by MIND that as many as 1 in 6 adults suffer with their mental health.

Training managers and onboarding Mental Health First Aiders is a recognised way of offering vital early support for employees. They’re trained to identify the early signs of mental health challenges, as well as signposting towards appropriate resources. However, employers should also consider how they can build and maintain an open and inclusive environment, encourage communication, and destigmatise discussions around mental health whilst also ensuring they provide tailored support to individuals as and when it is needed.

Work life balance and flexible working

The start of 2025 has seen a raft of global companies issuing return to work mandates and the debate continues around the right approach to flexible working. The surge in hybrid working, as a result of the pandemic, has revolutionised the workplace and research by the CIPD shows it is still as popular today.

Flexible working is a key factor in employee retention, as it can significantly increase job satisfaction, employee engagement, and a sense of control over work life balance, making employees more likely to stay with a company that offers such arrangements.

However, there isn’t a one size fits all approach and business needs clearly also need to be taken into account to ensure the organisation is able to thrive. It’s also advisable where possible to have a clear and objective policy for the approach taken, as well as good communication and an understanding of what people want and how that can work within the business.

Cultivating a sense of belonging by being an inclusive employer

Creating a sense of belonging where people feel empowered to bring their whole selves to work makes for a healthier and happier workforce and is essential for employee wellbeing. Despite the recent headlines in America, we’re seeing more companies increasing their investment in diversity, inclusion and equity strategies and providing more mandatory training in areas such as equality, harassment, neurodiversity and disability to foster an inclusive environment where people feel valued and can contribute fully to the organisation.

Employee benefits to support wellbeing

Employee benefits can also offer a way to attract and keep people and contribute towards improving wellbeing. Employee-Assistance programmes offering wellbeing benefits are increasing in popularity and can be a useful toolkit to support teams. From health screening to counselling, discounted gym memberships to access to a virtual GP or the opportunity to buy additional holidays, it’s worth considering a range of flexible benefits to support the physical, financial, and emotional health needs of your employees.

Menopause-friendly employer

As awareness of issues surrounding menopause in the workplace also continues to grow and conversations around health and wellbeing are becoming normalised. It’s now recognised by many employers that it’s crucial to train managers and develop policies to create a more supportive environment to enable women to stay in work and progress. Furthermore, menopause training for all colleagues can help increase awareness and offer practical support both at work and at home during this significant life transition.

For further information on this or any other employment law and HR matters, get in touch with Sarah Hall at Hay & Kilner on 0191 232 8345 or via sarah.hall@hay.kilner.co.uk.