Top 20 Employee Wellbeing Initiatives to Boost Engagement and Retention

Employee wellbeing isn’t a ‘nice-to-have’; it’s a business essential. With hybrid working, economic uncertainty, and changing employee expectations, the need to support your team’s wellbeing is more important than ever. And it’s not just about doing the right thing, it’s about retaining your best people and boosting long-term performance. 

In this blog, we’ll explore 20 practical and proven employee wellbeing initiatives you can implement to improve engagement, loyalty, and workplace culture. Plus, we’ll show you how BHN Extras makes it easier than ever to deliver wellbeing support that works for you and your team.

Why employee wellbeing initiatives matter

Engaged employees are productive. Supported employees stay longer. And healthy, happy people make better decisions and contribute more consistently. But here’s the kicker: 81% of workers would look for employers who support mental wellbeing.

Wellbeing initiatives don’t just make people feel good. They drive results. According to the CIPD Health and Wellbeing at Work Report, 2023, companies with strong wellbeing strategies have reported:

• 41% lower turnover
• 27% lower absenteeism
• 21% higher productivity

And if you're looking to strengthen your Employee Value Proposition (EVP), a meaningful wellbeing offer is a powerful place to start.

How to choose the right wellbeing initiatives

Every workforce is different. That’s why your approach to wellbeing should be as flexible and inclusive as your people. Start by asking:

• What are the biggest stressors for your team?
• What working patterns do you support?
• Do you have a mix of generations, working styles, and job roles?

Survey your staff, gather feedback, and aim for a blend of mental, physical, financial and emotional wellbeing support. Don’t try to do everything at once. Choose a few initiatives that suit your culture, then build from there.

Top 20 employee wellbeing initiatives that work

Here are 20 tried-and-tested ideas to help you boost employee health, employee morale, employee retention, and more.

Mental wellbeing initiatives

1. Train mental health first aiders

Appoint and train employees to act as go-to mental health support. These individuals offer a safe, confidential space for colleagues to talk, and can signpost further support. It sends a strong message that your business takes mental wellbeing seriously, and reduces stigma by encouraging open conversations.

2. Offer counselling or EAP access

Employee Assistance Programmes (EAPs) give staff access to confidential support, counselling, and crisis lines. Whether it's work stress, relationship issues, or money worries, EAPs offer fast, professional help that’s available 24/7. They’re easy to set up and help reduce absence, burnout, and employee turnover.

3. Give mental health days

A simple but powerful initiative: allow staff to take one or two ‘mental health days’ a year. These give employees space to reset before stress escalates into illness. Normalising time off for mental wellbeing encourages trust and psychological safety in your workplace.

4. Use a wellbeing app like syd™

syd™ is an AI-powered wellbeing app that gives employees personalised, science-backed tips to improve their mental, emotional, and financial wellbeing. It boosts life quality while giving employers valuable insights via the dashboard. Affordable, engaging, and inclusive, syd™ is perfect for building wellbeing into everyday routines.

5. Schedule digital detox days

Swap the daily Zoom grind for focus time or screen-free sessions. Setting regular ‘no meeting’ or digital detox days can help reduce cognitive fatigue, increase creativity, and protect work-life balance. It’s especially helpful for hybrid and remote teams who often suffer from screen overload.

Physical wellbeing initiatives

6. Discount gym memberships

Through BHN Extras’ MyGymDiscounts, employees can save up to 25% at thousands of gyms, studios, and fitness centres. It encourages regular movement, supports overall health, and lowers the risk of illness, boosting energy levels and reducing absenteeism. A great benefit that suits all activity levels.

7. Cyclescheme

Cyclescheme helps employees save up to 42% on bikes and accessories through salary sacrifice. It promotes active commuting, reduces stress, and supports sustainability goals. Plus, employees repay monthly, interest-free. This is one of the UK’s most popular physical wellbeing benefits.

8. Healthy snacks in the office

Free fruit, healthy snacks, and hydration stations help create a culture of care. Nutritious snacks promote better concentration and reduce the post-lunch slump. For hybrid workers, consider offering healthy snack subscriptions that they can enjoy at home.

9. Flexible working hours

When people can flex their schedules to suit life’s demands - like school pickups or medical appointments - they’re happier and more engaged. That’s why half of UK employees want more flexibility. Flexible hours also support physical wellbeing by making it easier to prioritise rest, exercise, or self-care. It’s a low-cost, high-impact way to build trust and loyalty.

10. Gamified wellness challenges

Encourage friendly competition with wellness challenges. Whether it’s tracking steps, logging meditation minutes, or healthy meal photos, gamification boosts engagement and team bonding. Offer small rewards for participation or milestones to encourage consistency, and celebrate wins in company comms to inspire others.

Financial wellbeing initiatives

11. Offer the bYond cashback card

Included with BHN Extras, the bYond card lets employees earn up to 15% cashback at 85+ top UK retailers. It’s a simple, everyday way to make their money go further, without any debt risk. It supports financial resilience, especially during a cost-of-living squeeze.

12. Run salary sacrifice schemes

Enable employees to save on high-cost items like bikes, home & tech, and green cars through monthly pre-tax payments. This not only supports affordability but also improves their financial literacy and purchasing power. It’s a smart, tax-efficient way to stretch budgets and offer real-life value.

13. Host financial education sessions

Webinars and workshops on budgeting, saving, pensions, and debt management equip staff with the tools to take control of their finances. Use external experts or sign up for life quality platforms like syd™ to deliver relevant, jargon-free content that empowers every employee, regardless of age or income.

14. Emergency savings options

Partner with savings platforms to help employees build an emergency fund straight from their salary. Auto-saving a small amount each month can build financial resilience over time and reduce money stress, which is one of the biggest causes of workplace distraction and anxiety.

15. Introduce discount schemes

Give your team access to Extras Discounts, which is a simple way to save on gift cards for food, retail, travel, and more. These upfront savings ease financial pressure and help paydays go further. Staff can use them for essentials or special occasions, making everyday spending more rewarding.

Social & emotional wellbeing initiatives

16. Celebrate happiness at work week

Get involved in the International Week of Happiness at Work by running simple activities that bring joy. It’s a brilliant way to bring teams together and remind everyone that work should also feel good. From surprise treats and gratitude walls to team games and thank-you notes, get more inspiration on how to make your workforce smile here. 

17. Peer mentoring programmes

Set up buddy systems or mentorship schemes that connect colleagues across roles or levels. It helps build a culture of support, boosts confidence, and supports onboarding. This is especially valuable in remote or hybrid teams where it’s harder for people to connect.

18. Offer volunteering days

Giving employees paid time off to support a charity or cause they care about is a powerful wellbeing boost. It fosters purpose, community engagement and pride in your brand, and can be tied into your CSR or ESG goals too.

19. Creative clubs

From lunchtime book clubs and craft sessions to after-work painting or cookalongs, creative activities allow staff to relax, connect, and recharge. These non-work interests support emotional health and promote balance.

20. Set up a ‘Feel-Good Fund’

Empower line managers with a small discretionary budget for spot rewards, like gift cards, ‘thank you’ treats or surprise early finishes. These small, informal gestures go a long way in boosting morale and showing appreciation without needing a full-on recognition scheme.

Making wellbeing part of your culture

Great initiatives fall flat without cultural support. To make them stick:

• Get buy-in from your leadership team
• Include wellbeing in performance reviews and 1:1s
• Train managers to have wellbeing conversations
• Promote initiatives with posters, intranet messaging, and emails
• Celebrate successes and share stories

Need inspiration? See how other companies are using BHN Extras to transform engagement and grow their business.

Invest in wellbeing. Reap the rewards.

Employee wellbeing isn’t a one-off project. It’s a long-term investment in people, culture, and business performance.

The best initiatives are inclusive, flexible, and genuinely helpful, and with BHN Extras, you don’t need a big budget or HR team to make them happen.

Ready to boost engagement and retention? Explore BHN Extras today and build a happier, healthier workplace, one benefit at a time.

FAQs: Employee Wellbeing Initiatives

What’s the difference between wellbeing and wellness?

Wellness traditionally refers to physical health, focusing on things like nutrition, exercise, and sleep. Wellbeing, on the other hand, includes not only physical wellness but also mental, emotional, financial and social health.

Do employee wellbeing initiatives need to cost a lot?

Not at all. Some of the most effective employee wellbeing initiatives are low-cost or completely free. For example, flexible working hours can have a huge impact without straining your budget, and BHN Extras offers free-to-join solutions.

How do I measure the impact of our wellbeing programme?

Look at absenteeism rates, staff turnover, employee engagement scores, and productivity trends. Collect anonymous feedback via surveys to understand how your employee wellbeing initiatives are being received. If you use tools like syd™, you can gain real-time, anonymised insights into your team’s health, stress levels, and engagement.

What if employees don’t engage with the initiatives?

Low engagement usually signals a disconnect between what's offered and what employees need. Regularly involve your team in your wellbeing programme, via surveys, focus groups, and gathering feedback.

How often should we refresh our wellbeing offer?

Review your initiatives at least once a year, but stay flexible. A quarterly pulse survey can be a great tool to spot trends and respond quickly. Keeping your wellbeing initiatives fresh, relevant and aligned to employee needs is essential to maintaining engagement.

Are wellbeing apps GDPR compliant?

Yes. Reputable wellbeing apps like syd™ are fully GDPR compliant. They use end-to-end encryption, secure servers and anonymised data to ensure your team’s personal information stays private. This not only protects your people, but it also builds trust, which is vital for uptake.

How do I get senior leadership buy-in for wellbeing?

Make the business case. Link your wellbeing strategy to core business goals like ESG. Use internal surveys or external tools like syd™ to gather insight and track progress. And remind leadership that wellbeing isn't just about perks, it's about creating a positive work environment where people can thrive.

Can we offer wellbeing initiatives to remote or shift workers?

Absolutely. Many digital employee wellbeing initiatives are ideally suited for dispersed or flexible teams. Wellbeing apps, discount schemes and cashback cards can all be accessed 24/7, from anywhere.

Should we include family members in some wellbeing benefits?

Yes, extending certain wellbeing initiatives to employees’ families can significantly increase their impact. This is particularly powerful in areas like financial wellbeing, where household budgeting and stress are shared experiences.

Is it better to offer a few high-value benefits or lots of smaller ones?

The most successful employee wellbeing initiatives tend to offer a blend. A few core, high-impact benefits, like mental health support or salary sacrifice schemes, create value that employees feel. Smaller, optional extras like discount cards or wellbeing challenges offer variety and inclusivity.