The Mental Health Foundation indicates that when organisations effectively address employee mental wellbeing, it can increase productivity by as much as 12 per cent. While many businesses around the world have implemented flexible and hybrid work schemes, regular review of workloads, and routine check-in meetings to reduce burnout, there’s been a lack of focus on physical wellbeing — and perhaps even less on employees’ financial wellness.
Mental health support alone is not enough
The CIPD notes that physical health and financial wellbeing are two key domains which, if sufficiently addressed by HR leaders, would greatly improve employee mental wellbeing.
Physical wellbeing
With approximately 33 per cent of employees stating that their job has negatively affected their physical wellbeing, organisations should consider introducing more comprehensive benefits, including:
- Discounted gym memberships
- Nutrition and healthy eating programmes
- Funding for ergonomic at-home and in-office workstations
- Physical activity incentives
Financial wellbeing
The Champion Health report details that 34 per cent of employees cite financial pressure as a cause of stress, with 15 per cent of those employees stating that financial stress affects their professional productivity.
To this end, HR professionals must create safeguarding strategies for employees. These strategies include:
- Retirement planning
- Access to affordable financial planning, and
- Employee financial assistance programmes
Employee wellness encompasses far more than mental wellbeing. This is why it is crucial that HR professionals work with employers to form a more holistic approach to employee wellness, focusing on other key areas where the workforce requires support.
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