Complete Guide to Employee Wellbeing Programs for HR Managers
World Mental Health Day is a powerful reminder that wellbeing at work is not a luxury - it is a necessity. For HR managers, designing and managing a wellbeing programme that meets the needs of today's workforce is not just a bonus; it is a business imperative.
Rising levels of burnout, increased hybrid working, and ongoing NHS delays have pushed health and well-being to the top of the agenda for both employees and employers.
Whether you are part of a fast-growing SME or a large enterprise, this guide will help you understand what makes an effective employee wellbeing programme, how to tailor it to your organisation, and how to align it with broader business goals.
Why Employee Wellbeing is a Strategic Priority in 2026
The business case for employee wellbeing has never been stronger. Over 17 million working days were lost due to work-related stress, depression or anxiety in the UK last year. Employees expect more from their employers, particularly around mental health support. In fact, CIPD reports that 76% of UK employers now rank mental health as their number one wellbeing concern.
Wellbeing programmes are no longer seen as perks. They are essential tools for attracting and retaining talent, reducing absence and improving overall productivity. When implemented well, they demonstrate that your organisation genuinely cares about its people.
What Should a Wellbeing Programme Include?
A robust wellbeing strategy typically includes support across five key pillars:
Mental Health Support
Access to counselling or Employee Assistance Programmes (EAPs)
Private medical insurance with mental health coverage
Mental health first aiders or in-house support channels
Physical Wellbeing
Private medical insurance with mental health coverage
Mental health first aiders or in-house support channels
Group Private Medical Insurance (PMI) for fast-track specialist care
Health cash plans for routine needs like dental or optical care
Annual health assessments and screening
Financial Wellbeing
Budgeting tools or access to financial advisors
Debt Management Advice (EAP)
Mortgage Advice
Saving Advice
Income protection or enhanced sick pay
Lifestyle and Work-Life Balance
Flexible working arrangements
Wellness stipends or gym memberships
Initiatives like walking clubs, yoga sessions or volunteering days
Culture and Management
Line manager training on mental health awareness
Anonymous feedback tools or pulse surveys
Regular internal communications promoting wellbeing
Building and Launching a Wellbeing Programme: Step-by-Step
Audit existing support - Use surveys, usage data and interviews to identify current gaps
Get leadership buy-in - Use internal data or external benchmarks to make the business case
Define your wellbeing objectives - Are you targeting absence reduction, engagement, retention?
Evaluate and choose providers - Focus on scalability, responsiveness and cultural fit
Communicate the rollout - Clarity, simplicity and visibility are key to employee uptake
Measure and iterate - Track usage, feedback and outcomes, and evolve the offering annually
Tip: Involve employees in the design and communication phases. Programmes created with staff input have far higher adoption rates.
World Mental Health Day: How HR Can Take Action Now
Even if your broader wellbeing strategy is still in development, World Mental Health Day is a timely opportunity to take visible action.
Here are practical steps you can take this October:
Host a webinar or lunch-and-learn on mental health awareness
Promote your EAP or signpost mental health resources
Encourage managers to have one-to-one wellbeing check-ins
Share employee stories or leadership reflections on mental health
Provide paid time off for self-care or volunteering
These small actions show employees that you are committed to their wellbeing - not just on 10 October, but all year round.
Final Thoughts…
Wellbeing is not a tick-box exercise. It is a strategic investment in the health, loyalty and performance of your workforce. For HR managers navigating an evolving employment landscape, building a strong employee wellbeing programme is no longer optional - it is essential.
By taking action now and building a flexible, inclusive and outcome-driven approach, you can create a culture where people (and your business) thrive.
Need help designing a wellbeing programme that fits your organisation’s size, budget and goals? Book a free, no-obligation consultation with Pegasus Health’s independent advisers today.
