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    Holistic Workplace Wellbeing: 6 Ways Employers Can Unlock Greater Engagement and Productivity

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    A quarter of employees believe their job negatively affects both their mental and physical health, according to the CIPD’s Good Work Index 2025. This represents roughly 8.5 million working people in the UK.
    The same report also highlights that poor workplace relationships harm productivity, specifically pointing to the influence that poor relationships with colleagues and line managers have.
    Furthermore, “those whose work affects their mental health negatively are more likely to quit, less likely to recommend their employer, and have lower job satisfaction”.
    With a clear link between wellbeing and business outcomes, businesses need to act for the sake of the organisation’s longevity and its people.
    But how do businesses nurture employee physical and mental health?
    #1 Inspiring meaningful conversations 
    Speaking about challenges that affect work and productivity can feel overwhelming for many, especially those who feel uncertain of the underlying implications this may have on how they’re perceived. A workplace that champions conversations about mental and physical wellbeing gives employees the courage to seek the support they need.
    Language matters. Medical terms such as ‘disorder’, ‘condition’ or ‘syndrome’ have a way of stigmatising issues, isolating those who feel labelled and defined by such terms. The imperative lies in replacing harsh and divisive medical language with open and honest conversations based on common ground. Everyone, at one point in their lives, is likely to experience some form of mental or physical strain born from circumstances out of their control.
    #2 Remembering physical health 
    A holistic wellbeing approach can build an engaged and happy workforce. With conversation focused on mental health, it can be easy to let physical health fall to the wayside, especially if businesses are caught out in thinking that adverse physical effects are only related to physically demanding jobs.
    Ergonomic issues related to sedentary work have a profound effect on employee wellbeing and should be efficiently and effectively remedied. Third-party occupational health support is an excellent avenue that provides expert support to all employees.
    For a business to see the full picture, corporate health assessments (completed internally or externally with employees in the office or working remotely) help identify individual work challenges and introduce appropriate offerings based on the findings.
    For example, making steps towards change can be as simple as carrying out assessments of and adjustments to display screen equipment. No matter the size or budget of a business, this is effective and helpful to all employees. Where required, access to in-person or online physiotherapy will prevent and remedy musculoskeletal problems resulting from sedentary work.
    Further inclusion of fitness classes through employee membership programmes, cycle to work schemes, and home office set-up budgets will enhance physical wellbeing throughout.
    #3 Mobilising leaders and managers 
    Providing managers with training that champions conversations about mental and physical wellbeing can be meaningful and impactful. While it may be difficult to reach out for help, supporting someone’s wellbeing can be a heavy load for someone ill-equipped to manage it.
    Physical and mental first aid training equips managers and leaders with the skills they need to confidently support their colleagues. In turn, those in need of support know that their managers and colleagues are educated and equipped to support them.
    #4 Auditing available support 
    To provide the full support employees need, start by auditing what physical and mental health support is currently available, committing to fill any shortfalls. Part of this involves ensuring that the support is available is all-encompassing, catering to those who may find it more difficult to take up available support.
    A popular programme provided by businesses across the UK is the employee assistance programme (EAP), while others might provide access to counselling or advice through charities or local community services. All these lines of support give employees the courage to address their wellbeing through a service provided through their workplace.
    When it comes to physical wellbeing, policies are the most practical way to disseminate information and educate employees about how they can enhance their physical wellbeing at work, and what support is available to them. These policies can include advice and guidance for employees on how they should set up their workspaces in the office or at home.
    #5 Building meaningful workplace relationships 
    Businesses committed to fostering a culture of recognition and engagement know the fundamental role this plays in ensuring employees have strong relationships with one another.
    Workplace relationships are instrumental in supporting physical and mental health, as highlighted by the CIPD.
    As a byproduct, a workplace built upon mutual respect and strong relationships breeds a culture of recognition and engagement. Employees who are appreciated and valued are not only happier at work but 43 percent more effective, too.
    Championing recognition as a leadership tool, personalising recognition and wellbeing support, and providing space for authentic connection is something all managers should be trained and aligned on. Communication and social engagement will thrive as employees work together as colleagues and friends.
    #6 Recruiting with wellness in mind
    Holistic wellbeing starts at recruitment, and candidates increasingly judge an employer based on their approach. Businesses must stay competitive to appeal to the needs of an increasingly stressed-out population.
    Recent research shows that one in every five Brits find themselves feeling stressed every day. Stress affects mental and physical wellbeing in a myriad of ways, and more people are looking to prioritise a healthy work-life balance.
    Organisations offering wellness programmes, access to health services, fitness packages, and mental health support will be prioritised by sought-after talent. Word of mouth and reputation will precede this kind of organisation, organically attracting prospective employees before and during recruitment initiatives.
    By Chris Britton, People Experience Director at Reward Gateway | Edenred.
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      Understanding the Toll of Compassion Fatigue on Workplaces

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      Compassion is a vital emotion in a professional setting, helping to build and strengthen team relationships and business collaboration worldwide. However, the physical and emotional strain of consistently supporting colleagues can be taxing, especially amidst the various challenges facing the UK economy.
      In this article, I’ll explore the repercussions of compassion fatigue in the workplace and offer insights into how businesses can provide the necessary support to help their employees avoid growing feelings of fatigue and helplessness.
      What is compassion fatigue?
      The term “compassion fatigue” was first introduced in 1992, in the realm of medical professionals. It described the adverse health effects and deteriorating patient outcomes resulting from healthcare workers’ excessive exposure to trauma.
      However, its scope has broadened to include individuals in various challenging roles beyond the medical field.
      Compassion fatigue can affect anyone whose job-related stressors and triggers permeate their daily thoughts, mood, and overall well-being. Some individuals describe the feeling of becoming so saturated with distressing scenes that a psychic numbing can occur.
      Several additional factors contribute to compassion fatigue, including the ongoing strain of the cost-of-living crisis, the uncertainty stemming from global conflicts, and the constant presence of social media in our lives.
      How does it physically and emotionally affect individuals?
      Compassion fatigue can have both a physical and emotional impact on individuals. Firstly, acts of caring and feeling decrease, and these are substituted by an outward detachedness. Individuals become more task, and less emotion, focused, and may start to isolate themselves, engaging less with their colleagues and teams.
      In the short term, compassion fatigue can manifest as various physical health issues, including headaches, migraines, as well as gastrointestinal issues like nausea, vomiting, and diarrhoea. Over the long term, it heightens the risk of developing cardiovascular problems, obesity, and diabetes.
      Mood swings, ranging from moderate to severe, become commonplace, disrupting an individual’s ability to think clearly, regulate emotions, and sustain a sense of hope. All these factors combined can contribute to the emergence of stress-related mental health concerns, like anxiety or depression.
      How does it impact workplaces?
      In the absence of supportive measures from leadership, the repercussions of compassion fatigue in workplaces could be significant. Firstly, many experiencing the condition struggle with unmanageable negative emotions, like anger, irritability, and reduced tolerance.
      These often lead to interpersonal challenges, making it difficult for employees to maintain positive relationships with their colleagues and fostering a sense of disconnection from their workplaces. Cognitive functions like clear thinking, sound judgment, and effective decision-making may be compromised, affecting the ability to focus on tasks.
      Work behaviors and routines may become increasingly erratic. Some employees may exhibit increased absenteeism, take more sick days, or spend less time in the office. In contrast, others might invest extra hours working to catch up, or they may carry work home as they struggle to concentrate and find themselves less productive during regular office hours.
      Supporting employees in times of need
      A crucial step in addressing compassion fatigue is to implement training programs that acknowledge and address the emotional toll of work roles. Consider inviting mental health experts to run in-house employee seminars, which delve into topics like stress responses, emotional resilience, and self-compassion.
      This approach not only welcomes discussions about emotional well-being but also makes them an expected part of the workplace culture.
      Leaders should also scrutinize and eliminate behaviors that may exacerbate anxiety or stress among employees. For instance, if bosses are responding to emails at 10:00 p.m., an unwritten expectation may emerge that others should follow suit.
      Encouraging leaders to remove work emails from their phones and endorsing similar practices within their teams can help establish consistent, much-needed cutoff times for work-related activities.
      Highlight the value of breaks during the workday, emphasizing the importance of self-care activities like taking a refreshing outdoor walk and enjoying a proper lunch break instead of hastily eating at your desk.
      These seemingly minor adjustments encourage employees to recharge, prioritize self-care, and shift their focus away from factors that contribute to negative behaviors.
      Research indicates that Cognitive Behavioural Therapy (CBT) is highly effective in treating compassion fatigue, as chronic exposure to suffering can influence negative thought patterns.
      Employers may want to consider incorporating emotional well-being support, like CBT, into their employee benefits packages to assist those already grappling with emotional wellbeing challenges.
      CBT therapists can also help employees recognize lapses in self-care and boundary setting, enabling them to understand and respond to their symptoms or experiences differently over time. This can significantly enhance their overall well-being and quality of life.
      The good news is that there are practical measures you can employ to tackle compassion fatigue, both for yourself and your team, to rekindle emotional well-being within the realm of work.
      For many, compassion fatigue is a transitory phase, a clear sign that your body and mind are desperate for a recharge and a healthier work-life balance.
      When businesses heed these signals and respond accordingly, they can help employees rebuild enthusiasm for their work and in turn, most importantly, their capacity to reconnect with others.
      By Marc Holl, Head of Primary Care, Nuffield Health
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      How to Support Staff’s Mental Health When Working from Home

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      Since the announcement on the 22nd February 2021 that lockdown restrictions will be easing, there has been a 466.67% increase in Google searches for “returning to office”.
      Over the last year, the UK has had to adapt to a new way of working, especially with mental health affecting so many people working from home. A study done by Harvey Nash shows that 1 in 3 people reported that their mental health has deteriorated, while 26 percent of UK tech professionals have said that they are experiencing even higher levels of stress than they did before the pandemic.
      Researcher at the Institution of Organisational Safety and Health (IOSH) Kirsty Iliffe and leading commercial space provider, Bruntwood Works, have provided advice and some lessons learned from the past lockdowns when it comes to supporting employees mental health.
      Kirsty says; “The ongoing stress of the pandemic could lead to both physical and psychological damage and even depression and anxiety,” she goes on to add; As employers, organizations have a duty of care to help their employees and in many countries, they have a legal obligation to do so.”
      “It’s important that organizations are aware of the potential mental ill-health implications and ensure they are aware of their roles and responsibilities in supporting their teams.”
      1 – Have regular, honest one-to-ones
      Lockdown has changed the way we schedule our days. Previously, a manager’s office door was always open. Now, our communication has dwindled as the lockdowns go on, and we get used to working from home.
      Effective one-to-ones under the new measures look fundamentally different; they should be open, honest conversations about how we feel, what we’re worried about, and — most importantly — what’s helping us through it.
      “Keep in regular contact with remote workers,” says Kirsty. “This will help to avoid feelings of isolation and loneliness. It’s a good way to ensure that workers are well and that they understand any information and instructions presented to them.”
      During these conversations, you should let your staff set the agenda. This is the time for managers to listen more than anything else. Establishing a safe space where employees feel heard, can be a lifeline for those who are struggling.
      2 – Bring the office perks home with you
      Back in the office, business owners spent a lot of time understanding how their employees’ environment affected their productivity, meaning they were creating office perks that would encourage a friendly and productive environment, but when we entered lockdown this wasn’t an option anymore.
      Companies should continue to boost staff morale by finding ways to continue those perks outside of the office.
      Here are some of the most common office perks — and how you can replicate them remotely:

      Gym memberships — If the gyms are closed run a virtual fitness club instead. Share your results using a smartphone app and incentivize the winner with prizes like an afternoon off or an Amazon voucher.
      Free food — Used to getting free snacks or meals at the office? Send your staff vouchers to order themselves a tasty lunch a couple of times a month.
      Great internet — Most modern offices have fast internet speeds to cope with staff being logged on eight hours a day, but it’s tricky to replicate that at home. Invest in some signal boosters for staff who are having trouble with their home internet connection.
      Office games — Missing the foosball table in the office? Luckily, there’s a ton of virtual games you can challenge teammates to instead. You can play Pictionary, Scrabble, and even chess online. Start a leaderboard to see who’s doing best on your team!

      3 – Share some good news
      When everyone was first put into lockdown, we were obsessively connected to the news cycle, which was mainly negative news being fed to us. Continually being exposed to negative statistics greatly impacted the outlooks and moods of workers. To combat this, companies should share the good news as regularly as possible.
      Jo Gallagher, People Business Partner at Bruntwood Works says the company has made practical efforts to share more good news. “Every day, right across the business we’re seeing, hearing, and reading some great colleagues’ stories on our staff conversation platform, Universe. We’ve welcomed a few new Bruntwood Works babies, we’ve embraced new learning opportunities and we’ve seen how our customers are supporting the fight against COVID-19.”
      When reading through the press it may not be easy to come across positive news, as a business you can share stories of staff achievements and acts of kindness. Doing so will help lift moods and it may also help to prevent their mental health from deteriorating.
      4 – Keep your (virtual) door open
      When we were in an office environment, employees often mixed with different teams and senior team members, whether that was whilst making a coffee or having lunch.
      Since we are working remotely that just isn’t possible anymore. Setting up measures that bridge the gap between the teams and senior members is important to make sure those relationships are still present.
      “Communicate the organizational plan,” advises Kirsty: “be open and honest with all employees. Explain what the organization is doing to help protect its employees, their families and friends, and the organization itself.”
      Opening these channels of communication helps your team feel more closely connected with what the business is doing. It gives them a chance to have their say during a time when very little seems to be in their control.
      One of the best ways to do this is to have virtual ‘open door’ times for senior staff. During these sessions — perhaps a couple of hours on a Friday afternoon — company directors should keep their calendars free and be prepared to chat with any staff members who want to talk. It could be about the business’s performance, staff concerns, or even new ideas for how the team can move forward.
      5 – Don’t give up on social events
      Social events were simple before the lockdown. Teams would go out for a few drinks or maybe a fun activity and everyone would have a chance to get to know each other a little better.
      As we can not attend any social events, it becomes easy for companies to stop hosting and creating staff socials. Leaders need to look for new options available to them.
      Schedule regular social events with your team. Anything that lets you keep in touch without the conversation centering around work will help support your team’s mental health. Here are some virtual socializing ideas your business can try:

      Virtual coffee sessions
      Zoom evening drinks
      Friday afternoon quizzes
      A TV and film recommendations group
      30-day music challenges
      Virtual book clubs.

      One step at a time
      “People have personal triggers; some are better to carry on working while others simply need some downtime. There is also the social stigma that many feel around talking about their struggles.
      Kirsty from IOSH highlights that there’s no ‘one-size-fits-all’ solution to maintaining your team’s mental health because everyone is different.
      This being the case, businesses need to be in tune with their staff on an individual level. The only way to do that? Take a genuine interest in each and every member of your team.
      “Some decisions can only be made by the individual, such as whether to go off sick or to continue working.”
      “Make sure you’re investing in those relationships, regardless of the new obstacles in the way. That needs to be the number one priority of any company right now,” says Jo Gallagher from Bruntwood Works. “If you really care about how your staff is coping, finding the right support measures for them will quickly follow.”
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      Workplaces of the Future Must Take Responsibility for Employee Health and Wellbeing

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      Pre-COVID, employers were already beginning to evolve their workplaces, modeling them after the big tech employers. Of course, large campuses with swimming pools and yoga studios isn’t possible for most businesses, but offering some sort of entertainment has become fairly commonplace, especially in trendy cities like London. Shared offices transformed almost overnight to provide things… […] More