Workplace health and wellbeing support is set to become increasingly sophisticated in 2022, as businesses adapt to the challenges of the pandemic, according to RedArc.
The nurse-led wellbeing service says employers have seen the benefit of having a comprehensive health and wellbeing strategy and it expects many firms will look to extend their benefits programmes in the coming year.
Over the past 12 month RedArc says employers have seen how health and wellbeing support can make a tangible difference to employees while also making practical business sense too.
RedArc managing director Christine Husbands says: “The year the pandemic arrived took the wind out of employers’ sails, but those who already offered comprehensive health and wellbeing support would have felt that their investment was worthwhile.
“Fast forward to 2021, and with health and wellbeing being better understood and appreciated, more employers offered support to staff. We predict that 2022 will see an even greater number extend their employee benefits programmes specifically to include health and wellbeing, but that employers will also become more discerning in the quality of support services they offer.”
Husbands adds: “If there was ever a time to stress-test health and wellbeing support it was during a pandemic but unfortunately for some employers and employees this will have highlighted shortfalls. When scrutinised, some of the more tick-box types of support will not have delivered for staff or for the organisation. Employers need to use this information to ensure they tailor their health and wellbeing benefits accordingly.”
RedArc says awareness of the benefits of workplace wellbeing support is extending beyond HR teams, with support increasingly coming from senior leadership teams and board level. This is likely to unlock additional budget when better health outcomes from more targeted support can be proven.
RedArc says that most effective health and wellbeing benefits are personalised, flexible and comprehensive. Husbands adds: “An ‘investment’ in health and wellbeing doesn’t have to be an expensive outlay but it is the right term to use. The investor will benefit with better supported staff, increased productivity, engagement and loyalty.
“However, it is important that enlightened and empowered employers spend wisely and use the knowledge they have amassed over the last few years to demand increasingly comprehensive and sophisticated health and wellbeing support from providers.”
