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What are companies doing with regards to 'Wellbeing'

Learn about the Factors Effect Model

What effect will focus on the 'Wellbeing' factor have?

Wellbeing - How employees feel about stress, pressure at work and life balance

The Wellbeing factor is closely linked with Fair Deal. If the scores for Fair Deal are low, the first place we’d recommend you look is Wellbeing.

If Wellbeing is also low, it may be that employees are being worked too hard and feel they are not being fairly remunerated for it.

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Insurance

Benefact Group

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All employees have access to private health cover, a 24/7 virtual GP service and a 24/7 employee assistance helpline. The Group has also developed a 'mental health pathway' which links providers together to ensure effective routing to the right professional help first time, no matter who they contact first.
Developing team members is embedded as a core expectation of line managers and regular 1:1 meetings are expected. More formally, the company supports professional subscriptions and CPD, be that in insurance or professional specialisms. It tracks key talents and these processes feed into both the Benefact Emerging Talent Programme and the Benefact Leadership Development Programme.
Benefact Group runs a leadership programme for middle to senior leaders identified through the talent process as having future potential. This is a modular 18 month programme that covers Leadership and Emotional Intelligence, Innovation Tools, Financial Decision Making, Strategic Analysis and Collaborative Working Methods, delivered across 3 residential events.
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Marketing & Media Agencies

Digital Cinema Media

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DCM has an extensive range of benefits that support and prioritise its staff’s wellbeing. These include monthly access to an independent coach, an Employee Assistance Programme, and as well as GP, mental health, physiotherapy and life and money support via Help@Hand. Everyone also has full access to the MyMindPal app to help handle daily challenges.
The organisation is committed to promoting employees’ growth and development. Once per month, an external coach comes in and anyone across the business can participate in the sessions with them. DCM also has an annual away day for team building and development, and away days to encourage growth and inspiring ideas.
Managerial development is offered via a learning and development partner, You Can Now, which offers classes, talks and sessions to build core skills, as well as access to MasterClass, a set of online classes which enable people to develop personal interests and skills.
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Housing Associations

Curo

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Curo has a menopause support group called ‘The Menopause Café’. Staff meet monthly over coffee to share experiences and provide feedback to the organisation on things that it could do to improve menopause-related accommodations. The group have recently published the Menopause Guidelines to help colleagues and managers to provide guidance on how to manage symptoms.
The organisation has adopted a spot salary model; it pays for the size of the role, not the person in it. Each role profile is evaluated by a panel and then external market data of average salaries is applied based on geographical location and sector-specific comparisons.
Curo’s managers are trained through its SHINE leadership programme to engage their managers in key ways to become future leaders within the business. This programme includes interactive sessions from keynote speakers, a series of masterclasses, peer support through action learning sets, seminars providing space for self-reflection, and action planning.
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Health & Social Care

Circle Health Group

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The Big Circle Move initiative was launched in support of physical health. 725 members of staff participated in a 30-day active challenge of moving for 30 minutes every day in May. A total of 40,730 miles of activity was completed and three winners received an Apple Watch in recognition of looking after their physical health.

The organisation’s values and principles are Respect, Compassion, Selflessness, Support, Agility, Bravery, Collaboration, and Commitment. The leadership team live these values and principles every day, setting an example for the staff. Every employee was invited to have candid and direct conversations with the COO about the business

The organisation has created a dedicated career development hub which enables employees to map out their professional careers within the organisation, regardless of role. Circle Health Group believes in growing and developing talent from within and there are numerous clinical and non-clinical opportunities available.

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Technology

Chess

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Chess has an initiative called Future Fit which focuses on the physical and mental wellbeing of its people. On physical wellbeing, it runs theme weeks during which it encourages its people to be active with step counting competitions, couch to 5K, and virtual exercise sessions such as pilates and clubbercise.
Employees at Chess can achieve a higher basic salary through the company’s learn2earn scheme. Through Perkbox, the organisation’s people are rewarded monthly via their manager with £20 Perkbox credit to spend where they wish. Chess also runs length of service financial awards for 10 years (£500) and 15 years (£1,000).
Chess’ People Support and Knowledge Team run quarterly 'leaders training update sessions'. These provide leadership training and updates on Best Practice. It also launched Personal Development Plans via its new HR system. These PDP's allow people to document their short, medium and long term career goals and select what tools/resources they will require to succeed.
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Marketing & Media Agencies

big group

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big group’s People Team put together a content calendar and from this produces a monthly email which focuses on a particular wellbeing area. The organisation also has a membership to Healthshield giving all employees access to paid-for benefits and private professional counselling sessions. The organisations further provides MyGym subsidised gym membership and MyHealth access.
As well as regular mixers in the office, the summer and Christmas parties, and team and birthday lunches, employees can also enjoy getting to experience the account they are working on. This can be anything from attending music awards nights, hiking the mountains on a photo shoot, and attending exhibitions abroad.
As an employee owned business, after 6 months every employee is a beneficiary of the organisation’s employee owned trust (EOT). An additional benefit of being employee owned it that the big group can distribute its profit share on an Income Tax-free basis (excluding National Insurance) to a maximum of £3,600 per employee, per annum.
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Housing Associations

Grampian Housing Association

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The Association operates several schemes to recognise and reward employees. The instant colleague award scheme offers a voucher award and allows for team lunches as a reward for going above and beyond. It also operates Long Service Awards for staff with five or more years of service and an Annual Colleague of the Year Scheme.
Grampian Housing Association provides a range of Wellbeing Initiatives, including sessions on alternative therapies, resilience, and positive mental health, sourced by its in-house Mental Health First Aiders. A Wellbeing Day is offered as an additional paid day off, encouraging colleagues to unwind. It also provides an Employee Assistance Programme.
Grampian Housing Association's leadership team fosters transparency and communication. The Executive Team provides updates and responds to queries during monthly Staff Development Sessions. Decisions from the Board and Board Sub-Committees are shared, and the annual Code of Conduct is refreshed and signed by employees, reinforcing behavioural expectations.
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Technology

Evolve BG

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The company supports employee wellbeing with Mental Health First Aiders, healthy snacks, and policies promoting adequate rest, helping maintain a balance between work and personal health.
Evolve BG's leadership exemplifies transparency and accountability, with approachable Executive and Leadership teams who listen to feedback, fostering a culture of open and honest communication.
Evolve BG's partnership with Wigan Youth Zone and participation in fundraising events like Tough Mudder reflect the organisation’s commitment to making a positive impact in the community beyond profit motives.
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Not For Profit Body's

NHS Supply Chain

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NHS Supply Chain prioritises the development of relationships between teams and individuals in a number of ways. It arranges several ‘Away Days’ every year, including team building activities. Teams also have the opportunity to participate in volunteer days where they can work together to give back to their local communities
Last year, the organisation recruited a new People Experience Team to drive its Listening Strategy, ensuring that all employees’ voices could be heard. It further supported this through workshops to obtain employee feedback. This feedback and subsequent actions were outlined by the Executive Team at the NHS Supply Chain Townhall Meeting.
NHS Supply Chain takes care of its people's health through a number of initiatives. These include Wellbeing Wednesdays and an additional wellbeing day off. Employees also have access to an Employee Assistance Programme, Occupational Health Provision, and the Myles Wellbeing App.
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Charity's

Claire House Children’s Hospice

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Claire House provides a Fair Deal to its employees, offering enhanced holidays, maternity and paternity pay and tax-saving schemes. These benefits demonstrate the organisation's commitment to treating its staff fairly and competitively.
Wellbeing is a priority at Claire House. The balance between work and home life is carefully considered, and the organisation offers schemes such as the Employee Assistance Programme to ensure the wellbeing of its staff.
Claire House is committed to giving back to society. Through events like the Claire Bear 3K, half and full marathons, Tough Mudders, and more, the organisation raises funds to support its mission.
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