‘Make it relevant’: how to ensure workplace wellbeing isn’t a ‘tick-box’

Key takeaways:

• 52% of employees believe that their workplace health and wellbeing initiatives are little more than a ‘tick-box’ exercise[1].
• Employers may already offer a range of wellbeing benefits, but many employees want more tailored, personalised support that meets their needs[1].
• With burnout a persistent issue for UK employees[1], Gary Impett explains why employers must understand individual employee pressures to provide support that meets their needs.

From employee assistance programmes (EAPs) to mental health support, private healthcare benefits and gym memberships, many employers now offer a range of health and wellbeing initiatives at work.

Despite this, new polling from Vitality has found that 52% of employees believe that their workplace health and wellbeing initiatives are little more than a ‘tick-box’ exercise[1].

For employers, this raises an important question: is the challenge a lack of wellbeing support, or are existing interventions failing to resonate with employees and meet their needs?

Do employees have access to health and wellbeing benefits?

According to the Vitality polling, a portion of organisations already appear to offer a broad range of health and wellbeing initiatives to support their staff.

For example, some employees said that their employer provides access to formal health and wellbeing services (63%), wellbeing support tools such as apps, online resources and EAPs (65%) and training for issues such as stress management (64%)[1].

While support appears to be broadly available, 57% said that the support on offer meets their needs[1]. Furthermore, 55% said they would like more personalised support, while 61% said that they would engage more if wellbeing interventions were tailored to them[1].

“The message from employees is clear,” explains Gary Impett, Director of Corporate Business at Vitality.

“Employees don’t want more wellbeing initiatives for the sake of it – they want support that feels relevant to their lives and will actually improve their health.”

Are employees aware of the workplace benefits available?

In some instances, there might be a mismatch between what employers are offering and what their employees want.

Another issue at play could be the ‘participation gap’, where support is available, but employees either aren’t aware of it or aren’t engaging in it.

According to previous data from Vitality’s Britain’s Healthiest Workplace Report, employers offer 47 workplace interventions to their workforce on average[2].

"Employees don’t want more wellbeing initiatives for the sake of it – they want
support that feels relevant to their lives and will actually improve their health."

Gary Impett, Director of Corporate Business, Vitality

While employees are aware of around 70% of the wellbeing initiatives available to them, on average they use just 25% of those interventions[2].

For Impett, this highlights the importance of not just providing support but ensuring employees understand what’s available and feel motivated to use it.

Why is driving employee engagement so important?

The need to ensure wellbeing benefits are relevant and fitted to employee needs will only increase as workplace wellbeing challenges continue to persist.

Separate polling from Vitality found that one in eight employees say they have experienced frequent burnout in the last year, while 67% said they experienced some form of burnout in the same period[1].

“Burnout rarely has a single cause and won't always present in the same way for every employee,” explains Yetunde Bankole, Head of Mental Health and Wellbeing at Vitality.

“Stress that manifests into burnout isn’t always work-focused. But, even when the source of stress isn’t work-based, the symptoms can still affect people at work,” Yetunde adds. That said, workplace culture and practices can also play a role in contributing to employee burnout.

Whatever the cause, the impact can be significant for employers. “In the workplace, burnout can show up in several ways,” Bankole explains.

“Employees may become less motivated and more disengaged from their role, experience more frequent bouts of illness or struggle to start or complete work tasks – which can lead to absenteeism or presenteeism,” she continues.

This makes it crucial for employers to address potential causes of burnout, particularly when they arise in the workplace, whilst ensuring that wellbeing benefits are tailored to employee needs.

Why a one-size-fits-all approach to wellbeing doesn’t work

To truly provide meaningful support, Impett says that understanding the individual needs of employees is crucial.

“Employee health isn't just a health and wellbeing issue, it's also a business performance issue,” Impett explains.

“The right interventions – the ones which are specific and personal to the needs of your employees – have the potential to improve productivity, engagement and resilience, but only if employees genuinely value and use what's being provided.

“Organisations that listen to employee needs have an opportunity not only to improve wellbeing outcomes but also engagement, productivity and retention,” he adds.

Whether it’s regular check-ins, wellbeing champions, or pulse surveys, there are various ways employers can gather feedback, identify gaps in their existing benefits and ensure that workforce needs are met.

From GP appointments to physiotherapy and mental health support, employees with Vitality business health insurance can access the care that they need, when they need it.

Plus, they can get access to discounts and rewards from brands such as Apple Watch and Gymshark, making it easier for employees to stay healthier.

Giving employees access to support, and a health and wellbeing programme that offers compelling benefits, could help make a difference to workplace wellbeing and engagement.

In fact, organisations with our employee health insurance have an extra 2.5 productive days per employee per year[2]*.

How much is poor workplace wellbeing costing UK employers?

Poor workplace health not only impacts employees individually, but it can also have a significant impact on businesses too.

According to Vitality’s Britain’s Healthiest Workplace Report, between 2014 and 2023, lost productivity due to ill-health was estimated to have cost the UK economy £860billion[2].

Lost productivity due to poor health could have a huge impact on businesses and their bottom line, so it’s a good idea for employers to consider how they can better support employee health and wellbeing.

It’s not just better for employees – it’s better for the business and the wider economy too.

[1] Research was conducted by Opinium, for Vitality, between 12 and 22 June 2026 among 1,000 employees of all seniority levels. 

[2] 10 Years of Britain’s Healthiest Workplace: the changing face of the UK at work, Vitality, 2025

* Comparison of employee responses at employers with Vitality health insurance, and employers offering PMI through other insurers.

Related: “Employers want more value from health and wellbeing investments”