Is employee wellbeing on your agenda? Here’s how to improve staff wellbeing at work

Last updated: 29 September 2026

The best way to improve staff wellbeing is to make it part of how your organisation runs, not a one-off initiative. Ask people what they need, train managers to spot and support stress, offer flexibility, and give practical help with the biggest pressures, including money. Then check what is working and adjust.

Looking after employees should be right at the top of any organisation’s agenda. That was the message of our ‘Ways to Wellbeing’ conference at Winstanley House, Leicester, and it holds true today.

Why does staff wellbeing matter?

Staff wellbeing affects health, attendance, retention and performance. When people are well, they do better work and are more likely to stay.

The CIPD’s Health and wellbeing at work report 2025 found average absence had risen to 9.4 days per employee per year, compared with 5.8 days before the pandemic. The same research found mental ill health was the leading cause of long-term absence, and stress was among the top causes of short-term absence. Money worries are a common source of that stress, which is why financial support belongs in any wellbeing plan.

How can you improve staff wellbeing at work?

Start with what your people actually need, then build practical, ongoing support around it. These eight ways work for organisations of any size.

1. Ask your people what would help. A short, anonymous survey tells you where the real pressures are, whether that is workload, health, caring responsibilities or money. It also shows staff that you are listening.
2. Train managers to have supportive conversations. Line managers are usually the first to notice when someone is struggling. Give them the confidence to ask, listen and signpost to help, without needing to be experts.
3. Make it normal to talk about wellbeing, including money. Stigma stops people asking for help. Leaders who talk openly about mental health and finances make it easier for others to do the same. Our guide to mental health and financial wellbeing at work explains how the two are linked.
4. Offer flexibility where you can. Flexible hours, hybrid working or simply some control over how work gets done can ease pressure on people juggling work, family and life admin.
5. Manage workload and recognise effort. Realistic workloads prevent burnout, and regular thanks helps people feel valued. Both cost little and make a real difference.
6. Provide financial wellbeing support. Money is one of the biggest sources of stress, and it follows people to work. Education, one-to-one coaching and a private app help employees understand their finances and plan ahead.
7. Make support easy to find and use. List every benefit and service in one place, including your employee assistance programme if you have one, and free guidance such as MoneyHelper. Support that no one knows about helps no one.
8. Measure, review and adjust. Repeat your survey, look at absence and turnover, and ask for feedback on what you offer. Keep what works and change what does not.

How do you improve workplace wellness as a whole?

Workplace wellness improves when physical, mental and financial wellbeing are treated together, because each affects the others. Stress about money can disturb sleep, affect health and reduce focus at work.

That is why a joined-up plan works best. For ideas on specific areas, see our articles on why financial wellbeing matters for stress, supporting women’s financial wellbeing at work and why life admin is a workplace wellbeing issue.

What can a financial wellbeing programme achieve?

Introducing financial wellness programmes in the workplace is a crucial element in supporting stressed employees who are facing money challenges. Here are 10 ways that a financial wellbeing service can help both companies and employees:

1. Better mental health
2. Reduced stress and anxiety
3. High staff retention
4. Increased financial education
5. Becoming an employer of choice
6. Creating a workplace support network
7. Making employees feel truly valued
8. High levels of productivity
9. Reduced sickness and absenteeism
10. Planning for the future

More and more people are turning to their employers for support and guidance in this area. Implementing such a service into your organisation not only brings big benefits for your people, but for you too. Results depend on each organisation and how the programme is used, but the aim is always the same: people who feel more secure and in control.

To see what this looks like in practice, explore our financial wellbeing programmes for employers, which combine coaching, education and the Lifetime financial wellbeing app. Our 2025 financial wellbeing survey report also shares what employees told us about money and work.

Frequently asked questions

What is the quickest way to improve staff wellbeing?

Ask your people what they need. A short, anonymous survey shows where the pressure points are and signals that you care. Pair it with one visible action, such as manager training or clear signposting to existing support, so staff see that their feedback leads to change.

How can I improve my own wellbeing at work?

Take regular breaks, set realistic boundaries on workload and talk to your manager early if something is not working. If money is a worry, use any financial support your employer offers, or get free, impartial guidance from MoneyHelper. Small, consistent steps usually help more than big changes.

Why include financial wellbeing in a staff wellbeing strategy?

Money worries rarely stay at home. They can affect sleep, health, focus and attendance. Financial wellbeing support helps employees understand their finances and plan ahead, which can reduce stress and support the rest of your wellbeing plan.

How do you measure whether wellbeing initiatives are working?

Track a mix of measures over time: survey scores, absence rates, staff turnover and how many people use the support on offer. Ask for direct feedback too. Comparing results before and after a change shows what is making a difference.

Do small businesses need a staff wellbeing plan?

Yes. Wellbeing matters in every organisation, and many of the most effective steps, such as open conversations, flexibility and recognition, cost little. Small teams can feel the loss of one person more sharply, so supporting wellbeing helps protect the whole business.

Help your staff thrive

If you are determined to ensure that your employees feel valued, why not offer a financial wellbeing workplace programme? Book a 10-minute discovery call with Lifetime to see how you can help your staff thrive.

Book your 10-minute discovery call

For free, impartial money guidance, you can also visit MoneyHelper.