With work and personal lives becoming increasingly interconnected, prioritising employee wellness is more important than ever. From mental health support initiatives to physical health programs, employee wellness programs are designed to enhance various aspects of employees’ health and wellness in order to meet their needs.
In this article, we’ll explore the following topics to help you better understand employee wellness programs and gain ideas on how to integrate them into your organisation:
Employee wellness programs are initiatives that improve the health and wellness of employees. These initiatives are diverse, and may range from fitness activities and catered meals, to smoking cessation programs, health coaching and mental health support.
Employees are prioritising their wellbeing more than ever, as seen in a Deloitte survey of employees and C-level executives. To respond to the shift in employee needs and increase employee satisfaction, organisations need to work towards building a positive workplace culture that supports wellbeing, and make employee wellness a part of the company strategy. This can be achieved through integrating wellness into the organisation’s mission, values, goals and operations, and choosing to invest in employee wellness initiatives.
In the Asia-Pacific region, employers have indeed started to shift towards viewing the wellbeing of their workforce as a top priority and allocating more of their funding to workplace wellness programs.
It appears that improving employee wellbeing does indeed pay off – studies show that investing in wellness programs has contributed to company performance and healthcare cost savings.
Wellness is a multifaceted concept that goes beyond just physical health. For employee wellness programs to be effective, organisations need to ensure that they address and promote the different dimensions of employee wellness. Key dimensions of employee wellness include:
Organisations typically offer a combination of targeted initiatives as part of their employee wellness programs, depending on the unique needs of their workforce. Below is a list of some of the most common wellness initiatives that can be offered to employees:
Group fitness classes offer a wide range of benefits. In addition to providing a good workout, these classes also create opportunities for coworkers to come together, and interact outside of work. For employers, fitness classes help to foster a healthier workforce and boosts productivity.
The types of fitness activities you implement may vary, depending on the amenities available at your organisation. On-site fitness classes can be a great option for companies with indoor venues like conference rooms, or access to spacious outdoor grounds.
If these amenities aren’t available at your workplace, or if your organisation has a sizable team of remote employees, a good alternative would be to offer reimbursements for gym or fitness centre memberships.
Rather than adhering to traditional ways of working, employers are increasingly adopting flexible work arrangements. This includes remote or hybrid working arrangements, compressed work weeks, flexible working hours and job sharing arrangements.
Such arrangements are critical for fostering diversity. Through implementing flexible work arrangements, you create a more supportive environment that caters to the needs of employees across different life stages, responsibilities and backgrounds. This helps your organisation attract and retain a diverse workforce.
Many organisations have been implementing Employee Assistance Programs as a way to provide mental health support to employees who are facing any personal or work-related challenges that could affect their job performance, health, and overall well-being. EAPs are employee-sponsored workplace benefit programs that typically include a range of support services, including confidential counselling services, crisis hotlines, financial counseling, stress management workshops, as well as coaching and educational resources.
These services are intended to assist employees in effectively addressing and managing a variety of challenges that they may face, such as stress, anxiety, depression, financial problems, family problems and substance abuse. The support offered through EAPs can also help in providing employees with prevention and early intervention of potential issues. With these benefits, investing in an EAP can help companies increase productivity and employee engagement, reduce absenteeism and presenteeism, and cut healthcare and turnover costs.
Health coaching refers to coaching sessions with a wellness expert. It aims to help employees improve poor health behaviours, and make positive lifestyle changes. The sessions can be conducted either one-on-one or in a group setting.
A key benefit to health coaching is that it can help individuals address a wide array of issues. A health coach will begin by assessing multiple aspects of an employee’s life—including his or her mental health, relationships, personal difficulties, and health goals—before conceptualising a plan to help them make lasting lifestyle changes.
When employees are committed towards cultivating these habits, they can then achieve the health outcomes they seek—whether that’s managing chronic conditions more effectively, boosting their physical fitness, improving work life balance or enhancing their mental wellbeing.
Health screenings refer to medical tests or procedures that assess an employee’s likelihood of having a certain health condition or disease, and may involve a variety of health assessments ranging from basic health examinations to comprehensive checkups.
Basic health screenings typically involve a physical examination, along with blood and urine tests. Following the examination, employees will receive the results of their health assessment, and may be directed to treatments or resources they require.
You’ll also receive aggregated health data about your employees. Using these insights, you’ll be able to identify trends and potential health risks among your workforce, and implement strategies that can improve employee wellness at your organisation.
When employees face financial pressure, it can adversely impact their mental and physical health, which may take a toll on their job performance. In contrast, a MetLife study showed that individuals who feel financially secure indicated higher levels of happiness (84% vs. 55%), engagement (78% vs. 53%) and job satisfaction (88% vs 56%).
For employers and HR teams, this underscores the importance of equipping employees with the knowledge and resources they need to reduce their financial stress and achieve financial wellness. This may range from educational workshops, to financial counselling and access to financial software and tools.
In today’s fast-paced and competitive business environment, many employees are suffering from burnout, stress and other mental health issues, and are expecting more from their companies in terms of better mental health benefits and support. This was one of the key factors identified by respondents in a Paychex study on how employers can enhance employee well being.
It appears that there is a gap between how employers and employees perceive workplace mental health stigma, which shows that more can be done to fulfil the expectations of workers – both in terms of offering mental health resources and support, and reducing the stigma surrounding mental health.
If left unaddressed, employees’ mental health struggles can result in organisations suffering significant productivity and business costs in the long run. A 2023 study conducted by Duke-NUS and IMH found that the total productivity attributable to anxiety and depression in Singapore was estimated to be about S$15.7 billion a year.
What employers and HR can do:
The trend towards workplace flexibility is clear. Increasingly, employees want the ability to work where and when they want to, as these statistics show:
What employers and HR can do:
In the modern workplace, employees are constantly on the go. Without sufficient time off to recharge, they could be at risk of burnout.
What employers and HR can do:
If you’re looking to implement employee wellness programmes but are unsure about how to begin—this section is for you. Below, we share examples of how different types of employee wellness initiatives are implemented within organisations:
We’re proud to highlight case studies of partners who have benefitted from our Employee Wellness Programme, which provides a holistic and data-driven approach to mental wellness. Our program offers a scalable, cost-effective solution for both preventive and crisis interventions that can meet your employees’ varied needs.
By implementing ThoughtFull’s Employee Wellness Programme, Focus Global provided their employees with access to on-demand mental health support, ranging from one-on-one professional counselling via chat or video, to crisis support and daily bite-sized coaching.
ThoughtFull stood out with its personalised wellbeing services, which addressed the unique needs and situations that employees faced. This was a critical factor for Focus Global, as our solution helped to fill a gap where other providers couldn’t.
This contributed to a high level of engagement and demand for mental healthcare at Focus Global. The ThoughtFullChat app saw a 69% utilisation rate among employees, and 87% of Focus Global users said they would recommend the app to others.
The leadership at PDAX was on the lookout for a solution to help employees address stress, burnout and other mental health issues.
They sought a provider that offered an easy-to-use, discreet and secure mental health solution, along with comprehensive services—and found what they needed in ThoughtFull’s Employee Wellness Programme.
Within just four months of implementing our programme, PDAX reported significant results among its workforce. They saw a 39% average reduction in depression, anxiety and stress levels, as well as a 43% utilisation rate.
After discovering that their employees’ well being was declining due to the pandemic, StarHub’s HR team sought to implement an employee wellness programme. They chose ThoughtFull for our holistic approach, accessibility and commitment towards employee mental wellbeing.
Using the ThoughtFullChat app, StarHub’s employees were able to access personalised support whenever they needed. As a result, StarHub employees reported positive changes in their outlook and behaviour. 53% of employees indicated that they were more self-aware, while 47% said they’re more proactive about engaging with their mental health.
For more information on how we can help support your organisation’s mental wellness, book a demo.
PharmaCorp makes engaging in physical activity fun and engaging for its employees. The company implemented an organisational wellness challenge, which included friendly competitions, rewards and recognition for participants. Employees were also provided with fitness trackers and wellness apps to track their progress.
ManufacturingCo is a great example of how organisations can support employee nutrition. The company partnered with nutritionists and chefs to create a diverse menu for its staff cafeteria. It also offered nutrition and cooking classes to help employees develop healthy eating habits outside of work.
At United Overseas Bank (UOB), employees are given a choice of staggered start times. In doing so, the organisation is able to attract and retain a larger talent pool, and expand its scope of potential candidates to include caregivers and retirees.
Brand Cellar, a public relations firm in Singapore has implemented a job sharing arrangement. Tasks are divided among multiple team members, giving employees the flexibility of working lesser days each week. This arrangement allows the firm to cater to employees who require greater flexibility in their work schedules, such as caregivers.
Deloitte’s HR team implemented an extended sabbatical policy in Singapore, enabling employees to take time off to attend to personal matters. Under this policy, an employee was able to take 12 months off work for caregiving.
Publicis Groupe creates inclusive policies by involving employees in its decision making process. For instance, the organisation reviewed its employee demographics, and sought feedback from employees about their personal circumstances when conceptualising its leave policies.
This enabled the organisation to implement policies that catered to the needs of their workforce—such as providing extra leave entitlements for employees seeking fertility treatments.
FinServe implemented a comprehensive wellness program to promote greater financial literacy among its employees. The organisation also partnered with financial advisors to offer one-on-one consultations for employees seeking personalised guidance.
Today, employees expect a work culture that prioritises employee health and wellness. Employee wellness programs are a critical component of workplace wellness and can help cultivate a supportive and healthy environment that allows employees to thrive, both in and out of the office.
Improving employee wellbeing can have a significant impact on numerous areas of business performance, and it is likely that organisations that invest in employee wellness initiatives which employ a holistic approach to employee wellbeing can look forward to long-term success.
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With work and personal lives becoming increasingly interconnected, prioritising employee wellness is more important than ever. From mental health support initiatives to physical health programs, employee wellness programs are designed to enhance various aspects of employees’ health and wellness in order to meet their needs.
In this article, we’ll explore the following topics to help you better understand employee wellness programs and gain ideas on how to integrate them into your organisation:
Employee wellness programs are initiatives that improve the health and wellness of employees. These initiatives are diverse, and may range from fitness activities and catered meals, to smoking cessation programs, health coaching and mental health support.
Employees are prioritising their wellbeing more than ever, as seen in a Deloitte survey of employees and C-level executives. To respond to the shift in employee needs and increase employee satisfaction, organisations need to work towards building a positive workplace culture that supports wellbeing, and make employee wellness a part of the company strategy. This can be achieved through integrating wellness into the organisation’s mission, values, goals and operations, and choosing to invest in employee wellness initiatives.
In the Asia-Pacific region, employers have indeed started to shift towards viewing the wellbeing of their workforce as a top priority and allocating more of their funding to workplace wellness programs.
It appears that improving employee wellbeing does indeed pay off – studies show that investing in wellness programs has contributed to company performance and healthcare cost savings.
Wellness is a multifaceted concept that goes beyond just physical health. For employee wellness programs to be effective, organisations need to ensure that they address and promote the different dimensions of employee wellness. Key dimensions of employee wellness include:
Organisations typically offer a combination of targeted initiatives as part of their employee wellness programs, depending on the unique needs of their workforce. Below is a list of some of the most common wellness initiatives that can be offered to employees:
Group fitness classes offer a wide range of benefits. In addition to providing a good workout, these classes also create opportunities for coworkers to come together, and interact outside of work. For employers, fitness classes help to foster a healthier workforce and boosts productivity.
The types of fitness activities you implement may vary, depending on the amenities available at your organisation. On-site fitness classes can be a great option for companies with indoor venues like conference rooms, or access to spacious outdoor grounds.
If these amenities aren’t available at your workplace, or if your organisation has a sizable team of remote employees, a good alternative would be to offer reimbursements for gym or fitness centre memberships.
Rather than adhering to traditional ways of working, employers are increasingly adopting flexible work arrangements. This includes remote or hybrid working arrangements, compressed work weeks, flexible working hours and job sharing arrangements.
Such arrangements are critical for fostering diversity. Through implementing flexible work arrangements, you create a more supportive environment that caters to the needs of employees across different life stages, responsibilities and backgrounds. This helps your organisation attract and retain a diverse workforce.
Many organisations have been implementing Employee Assistance Programs as a way to provide mental health support to employees who are facing any personal or work-related challenges that could affect their job performance, health, and overall well-being. EAPs are employee-sponsored workplace benefit programs that typically include a range of support services, including confidential counselling services, crisis hotlines, financial counseling, stress management workshops, as well as coaching and educational resources.
These services are intended to assist employees in effectively addressing and managing a variety of challenges that they may face, such as stress, anxiety, depression, financial problems, family problems and substance abuse. The support offered through EAPs can also help in providing employees with prevention and early intervention of potential issues. With these benefits, investing in an EAP can help companies increase productivity and employee engagement, reduce absenteeism and presenteeism, and cut healthcare and turnover costs.
Health coaching refers to coaching sessions with a wellness expert. It aims to help employees improve poor health behaviours, and make positive lifestyle changes. The sessions can be conducted either one-on-one or in a group setting.
A key benefit to health coaching is that it can help individuals address a wide array of issues. A health coach will begin by assessing multiple aspects of an employee’s life—including his or her mental health, relationships, personal difficulties, and health goals—before conceptualising a plan to help them make lasting lifestyle changes.
When employees are committed towards cultivating these habits, they can then achieve the health outcomes they seek—whether that’s managing chronic conditions more effectively, boosting their physical fitness, improving work life balance or enhancing their mental wellbeing.
Health screenings refer to medical tests or procedures that assess an employee’s likelihood of having a certain health condition or disease, and may involve a variety of health assessments ranging from basic health examinations to comprehensive checkups.
Basic health screenings typically involve a physical examination, along with blood and urine tests. Following the examination, employees will receive the results of their health assessment, and may be directed to treatments or resources they require.
You’ll also receive aggregated health data about your employees. Using these insights, you’ll be able to identify trends and potential health risks among your workforce, and implement strategies that can improve employee wellness at your organisation.
When employees face financial pressure, it can adversely impact their mental and physical health, which may take a toll on their job performance. In contrast, a MetLife study showed that individuals who feel financially secure indicated higher levels of happiness (84% vs. 55%), engagement (78% vs. 53%) and job satisfaction (88% vs 56%).
For employers and HR teams, this underscores the importance of equipping employees with the knowledge and resources they need to reduce their financial stress and achieve financial wellness. This may range from educational workshops, to financial counselling and access to financial software and tools.
In today’s fast-paced and competitive business environment, many employees are suffering from burnout, stress and other mental health issues, and are expecting more from their companies in terms of better mental health benefits and support. This was one of the key factors identified by respondents in a Paychex study on how employers can enhance employee well being.
It appears that there is a gap between how employers and employees perceive workplace mental health stigma, which shows that more can be done to fulfil the expectations of workers – both in terms of offering mental health resources and support, and reducing the stigma surrounding mental health.
If left unaddressed, employees’ mental health struggles can result in organisations suffering significant productivity and business costs in the long run. A 2023 study conducted by Duke-NUS and IMH found that the total productivity attributable to anxiety and depression in Singapore was estimated to be about S$15.7 billion a year.
What employers and HR can do:
The trend towards workplace flexibility is clear. Increasingly, employees want the ability to work where and when they want to, as these statistics show:
What employers and HR can do:
In the modern workplace, employees are constantly on the go. Without sufficient time off to recharge, they could be at risk of burnout.
What employers and HR can do:
If you’re looking to implement employee wellness programmes but are unsure about how to begin—this section is for you. Below, we share examples of how different types of employee wellness initiatives are implemented within organisations:
We’re proud to highlight case studies of partners who have benefitted from our Employee Wellness Programme, which provides a holistic and data-driven approach to mental wellness. Our program offers a scalable, cost-effective solution for both preventive and crisis interventions that can meet your employees’ varied needs.
By implementing ThoughtFull’s Employee Wellness Programme, Focus Global provided their employees with access to on-demand mental health support, ranging from one-on-one professional counselling via chat or video, to crisis support and daily bite-sized coaching.
ThoughtFull stood out with its personalised wellbeing services, which addressed the unique needs and situations that employees faced. This was a critical factor for Focus Global, as our solution helped to fill a gap where other providers couldn’t.
This contributed to a high level of engagement and demand for mental healthcare at Focus Global. The ThoughtFullChat app saw a 69% utilisation rate among employees, and 87% of Focus Global users said they would recommend the app to others.
The leadership at PDAX was on the lookout for a solution to help employees address stress, burnout and other mental health issues.
They sought a provider that offered an easy-to-use, discreet and secure mental health solution, along with comprehensive services—and found what they needed in ThoughtFull’s Employee Wellness Programme.
Within just four months of implementing our programme, PDAX reported significant results among its workforce. They saw a 39% average reduction in depression, anxiety and stress levels, as well as a 43% utilisation rate.
After discovering that their employees’ well being was declining due to the pandemic, StarHub’s HR team sought to implement an employee wellness programme. They chose ThoughtFull for our holistic approach, accessibility and commitment towards employee mental wellbeing.
Using the ThoughtFullChat app, StarHub’s employees were able to access personalised support whenever they needed. As a result, StarHub employees reported positive changes in their outlook and behaviour. 53% of employees indicated that they were more self-aware, while 47% said they’re more proactive about engaging with their mental health.
For more information on how we can help support your organisation’s mental wellness, book a demo.
PharmaCorp makes engaging in physical activity fun and engaging for its employees. The company implemented an organisational wellness challenge, which included friendly competitions, rewards and recognition for participants. Employees were also provided with fitness trackers and wellness apps to track their progress.
ManufacturingCo is a great example of how organisations can support employee nutrition. The company partnered with nutritionists and chefs to create a diverse menu for its staff cafeteria. It also offered nutrition and cooking classes to help employees develop healthy eating habits outside of work.
At United Overseas Bank (UOB), employees are given a choice of staggered start times. In doing so, the organisation is able to attract and retain a larger talent pool, and expand its scope of potential candidates to include caregivers and retirees.
Brand Cellar, a public relations firm in Singapore has implemented a job sharing arrangement. Tasks are divided among multiple team members, giving employees the flexibility of working lesser days each week. This arrangement allows the firm to cater to employees who require greater flexibility in their work schedules, such as caregivers.
Deloitte’s HR team implemented an extended sabbatical policy in Singapore, enabling employees to take time off to attend to personal matters. Under this policy, an employee was able to take 12 months off work for caregiving.
Publicis Groupe creates inclusive policies by involving employees in its decision making process. For instance, the organisation reviewed its employee demographics, and sought feedback from employees about their personal circumstances when conceptualising its leave policies.
This enabled the organisation to implement policies that catered to the needs of their workforce—such as providing extra leave entitlements for employees seeking fertility treatments.
FinServe implemented a comprehensive wellness program to promote greater financial literacy among its employees. The organisation also partnered with financial advisors to offer one-on-one consultations for employees seeking personalised guidance.
Today, employees expect a work culture that prioritises employee health and wellness. Employee wellness programs are a critical component of workplace wellness and can help cultivate a supportive and healthy environment that allows employees to thrive, both in and out of the office.
Improving employee wellbeing can have a significant impact on numerous areas of business performance, and it is likely that organisations that invest in employee wellness initiatives which employ a holistic approach to employee wellbeing can look forward to long-term success.
