pineapple mac.jpg

Why invest in a wellbeing programme?

We get it. In an environment where targets, deadlines and too many meetings are the norm, it may seem hard at first to justify the investment in a wellbeing programme. Will it yield benefits which reflect on your bottom line? Will the financial cost be worth it, and how can that be evaluated? Will we be able to find the time for such a program in the first place?

For those in doubt we have good news! Research demonstrates that looking after your employees’ wellbeing is worth it. Indeed, to ignore their wellbeing, and your own, is one of the most counterproductive business strategies you can follow. Below we’ve made a selection of some of the most compelling facts.

jack-b-468340-unsplash (1).jpg

Increased Employee Productivity

The assumption that happy employees work harder proves to be true. Research has found that happiness makes people 12% more productive.


Enhanced Employee Health

Studies show that long-term wellbeing programmes increase the healthy behaviour of employees, reducing absenteeism rates.


Better Company Performance

ROI for comprehensive, well-run employee wellness programs can be as high as 6:1. Every dollar invested in the intervention yielded $6 in health care savings. Furthermore, companies which invest in health programmes will see higher staff retention rates.


Higher Team Spirit

Our wellbeing programmes bring people from different teams and hierarchy levels together and carve out a shared goal: to improve wellbeing. The social interaction with colleagues over a topic of shared interest creates bonds amongst colleagues and fosters team spirit for the long haul.


Increased Employee Engagement

Studies show that global employee engagement is low with only 13% of employees engaged in their work, meaning 87% of employees are disengaged. The impact on the bottom line is tremendously negative. Introducing a wellbeing programme aligns the goals of the employer and the employee very closely and is proven to increase employee engagement across the board.



  • Oswald, Andrew J. , Proto, Eugenio and Sgroi, Daniel. (2015) Happiness and productivity. Journal of Labor Economics, 33 (4). pp. 789-822.CIPD and Simplyhealth (2018) Health and wellbeing at work.

  • Mattke, Soeren, Liu, Hangsheng, Caloyeras, John et al. (2013) Workplace Wellness Programs Study. Rand Health Quarterly, 3 (2): 7.

  • Berry, Leonard L. , Mirabito, Ann M. and Baun, William B. (2010) What’s the Hard Return on Employee Wellness Programs?, Harvard Business Review.

  • Gallup (2017) State of the global workplace.

  • The Economist Intelligence Unit (2016)The wellness effect: the impact of work programmes.

  • Virgin Pulse (2017) State of the industry: employee wellbeing, culture and engagement.

Let us help you launch a wellbeing programme for your team. Contact us.

We respect your privacy and won’t use your name or email for any other purpose than getting back to you on your enquiry.

Name *