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As we're almost halfway through 2024, we want to take stock of the biggest workplace wellbeing trends that have emerged so far, and give you our predictions for the rest of the year. The world of HR is changing. According to new research conducted by Nous.co, half of UK HR leaders think their workplace benefits aren't working, and two-thirds (62%) agreed the benefits they currently offer “don’t address what people really need” or are “only useful to some of the workforce". So what is being done about it?

HR leaders have the opportunity to shape the culture of their companies for the better and it's becoming increasingly important for both talent attraction and retention to have stellar benefits. Employees value their quality of life and work-life balance, and HR leaders should too.

With that in mind, let's look at the workplace wellness trends for 2024:

1. A holistic approach to wellbeing

Each employee is unique - this isn't new information, but it's certainly being emphasised in 2024 and employers that don't recognise this are now the odd ones out. For a positive employee experience, the modern workplace needs to be offering inclusive wellbeing initiatives that cater to the diverse needs of employees no matter their age, gender identity, sexual orientation, religion, or race. No more 'one-size-fits-all approach'. This means programmes that encompass not only physical health but also mental, emotional, and social wellbeing. Fertifa hits these cornerstones with our reproductive health support that covers fertility, menopause, women's and men's health, family-forming, maternity, and neurodiversity, too. If you're interested in implementing this support within your workplace, give us a call here!

We'll delve more into specifics on the best wellbeing initiatives in the following points.

2. Prioritising prevention

1 in 5 working adults needed to take time off work in the past year due to poor mental health caused by pressure or stress.

Burnout and stress are two health risks that need to be proactively prevented, not just addressed when they come up. Employee mental health should be at the top of employers' minds. By implementing preventive measures and promoting a healthy work-life balance, organisations can mitigate the risk of employee burnout and enhance overall wellbeing.

When organisations prioritise their team's mental health and create an environment where they feel heard and supported, productivity goes up, morale improves, and everyone's happier. An example of a preventative programme could be resilience training, aimed at reducing health risks and workplace stress and equipping your team with the tools they need to bounce back stronger. Other examples could be things like yoga and meditation classes, breathwork training, nutrition workshops, and access to mental health counsellors.

3. Exploring health tech

The adoption of health technologies continues to rise, offering innovative solutions to support employee wellbeing. This is a great example of enhancing accessibility. Not everyone will be able to come into the office at a certain time to participate in a programme, so offering holistic wellness through an app can be really helpful. Health tech can mean any sort of digital platform, like speaking to a therapist through BetterHelp, meditating with Headspace, tracking physical activity with FitBit or Garmin, or speaking with a doctor, nurse, or midwife about your reproductive health through Fertifa. Technology plays a pivotal role in enhancing wellness initiatives.

4. More flexibility

An estimated 4 million UK employees changed careers due to a lack of flexibility at work, and around 2 million left a job in the last year for the same reason.

The demand for flexibility in the workplace persists – employees want greater autonomy over their schedules. Organisations that prioritise flexible working arrangements not only promote work-life balance but also foster a culture of trust. Recognising that employees have personal lives outside of office walls and giving them the space to create flexible work schedules or be remote workers, lets them know that you trust them to get the work done on their own time. Some things, like medical appointments, child care, caring for a loved one, and more, can't wait until after work. Introducing more flexibility for your people will boost employee engagement and will boost employee satisfaction, too.

5. Financial wellbeing

The Money and Pensions Service (MaPS) estimated that 11.5 million people in the UK had less than £100 in savings in 2022, and that the number was only going to increase.

In the current cost of living crisis, looking out for your employees' financial wellness isn't just kind—it's smart. Recognising the integral link between financial stability and overall wellbeing, employers are increasingly investing in financial wellness programmes, like matched pension savings, financial education workshops, or something as simple as covering the cost of transportation to work. These initiatives provide employees with the tools and resources to manage their finances effectively and alleviate financial stress, which will in turn boost productivity and morale at work.

6. Cultivating a sense of belonging

Creating a sense of belonging and connection within the workplace is essential for employee wellbeing. Organisations that prioritise diversity, equity, and inclusion initiatives foster an environment where every employee feels valued and supported, and this again leads to employee retention and loyalty to the company. The feeling of belonging often comes from social connections and human interaction, meaning it can be a little bit harder to create if your company is fully remote, but here are some ideas that we've seen put in practice: mentorship and buddy programmes, especially for new joiners but also for lasting relationships within the company, recognition and appreciation initiatives, social activities and events, and perhaps most important, diversity and inclusion training, because being treated fairly and respectfully is the cornerstone of belonging.

7. Leadership and wellbeing

Good leadership sets the tone for the whole team. When leaders prioritise their own wellbeing and show up as healthy role models, it creates a ripple effect that spreads positivity throughout the entire organisation. Leadership development programmes now incorporate components focused on stress management, effective communication, and fostering a supportive work culture. These programmes should involve not only high-level leadership but middle managers as well so that wellbeing strategies are implemented and demonstrated throughout the company. If employees see their managers utilising all the benefits and programmes we've spoken about here, they'll be encouraged to take them up as well.

So, reflecting on the HR trends of 2024, it's clear that holistic employee benefits are taking centre stage. The priority for HR leaders, and companies as a whole, should be a healthy workplace culture, leading to healthier employees, which in turn leads to higher levels of productivity and success for your business.

If you're looking to put reproductive health support in place as one of your wellbeing benefits in 2024, give us a call! We're always happy to help 💜