All about employee wellbeing

Studies have shown that if you look after your employees wellbeing that this will have a positive impact on your business. In this section we look at ways to improve and provide support for employee wellbeing. 
Its easy to understand how an employee will perform better if they feel good. And ultimately wellbeing is about feeling good. So there is a clear correlation between business performance and wellbeing.  Poor wellbeing can increase absence and result in lower productivity. There is also the potential liability if you do not look after an employees wellbeing as ultimately this will fall under health and safety and every employer has a legal responsibility to look after their employees health and safety - and this includes wellbeing and an employees mental health as well as their physical health. 

Given the positive outcomes (and potential negative consequence) every business should look at having a wellbeing policy and strategies to monitor and support employee wellbeing.  

Strategies do not have to be costly. Many of the most effective strategies focus on culture and communication.  

Frequently asked questions

Yes - by law employers are responsible for the health and safety of all employees, including those working from home.

No. There is no requirement to have a trained mental health first aider at this current time. If you do want to have a mental health first aider they will need to go on an appropriate training course.


Wellbeing will generally fall under health and safety as every employer has a responsibility to look after their employees health and safety and this includes their mental health. There are lots of practical things that can be done. From providing information and signposting, to daily check-ins with employees and providing guidance to employee about how to organise and manage their day.

More pro-active support may include survey's and wellbeing coaching from wellbeing experts who are external to the organisation. You can read about all of these in the wellbeing and engagement area.

You shouldn't generally instruct an employee to return home as this would be considered medical suspension for which the employee would receive full pay. A better approach would be to ask the employee a question such as 'you seem unwell, do you think you should be working?' so that they are encouraged to make the decision whether to return home themselves, and then receive pay in accordance with your sick pay policy.

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