Well-being isn’t just a buzzword in the workplace. Or at least, it shouldn’t be. It should be something your company takes seriously.
You should aim to provide as much support and care for your employees as possible. This can range from providing benefits, adequate time off, and even small things like letting them take a 5 to 10 minute break whenever they need one.
So, what should you do when your employees are in need of more support from their employer? If it’s something you’re concerned about or recent surveys have highlighted it as an issue within your workplace, here are the next steps to take.
Consult your Employees
If you personally notice anything different about the way an employee acts, or a slip in quality with regards to the work they do, touch base with them.
Let them know you’re not here to point fingers or blame them, and that you just want to check if they’re OK. This can often be all that you need to get an employee to open up about what’s going on, and gives you a good starting point for providing the support they really need.
Develop Your Organisation’s HR Skills
There are quite a few places an employee can go when they’re in need of support. Whether they’re not feeling well in themselves, they’ve had a bad day, or they need to make a complaint, there should be at least two points of contact for them to get in touch with.
The most immediate will be their direct manager, and certain cases can always be escalated to the senior team as well. But your organisation may be in need of a proper HR department here too. And if you’ve already got one in place, your HR team’s capabilities may need development.
Look into HR Courses on an annual basis, as this provides a regular opportunity to stay up to date on the latest techniques, training methods, and skill development that can be beneficial for a supportive workplace.
Set Up an Employee Assistance Programme
An employee assistance program (EAP) is a service you can provide through your HR department. It’s designed to support anyone dealing with physical or mental health troubles both stay in work and focus on their wellness outside of the office.
An EAP can be beneficial for both sides. as it not only provides a key lifeline for any employees who are struggling with their work demands, but it also makes sure your business isn’t badly impacted by any subsequent employee absence.
The programme is there to help them stay in work and do their best work. When it works well it provides tools, assistance, and therapy to keep them on track with their own journey.
When your employees need support, ask them outright, make sure you’ve got a robust HR department, and think about any external assistance you could provide in the long term. The more you seek out well-being in advance, the easier it is to keep your team happy when they’re at work.
Well-being and the Employment Rights Act
The introduction of the Employment Rights Act in the UK brings with it a renewed focus on the relationship between employer and employee with well-being sitting at its heart.
Among its key provisions, the Act will change the workplace for employees by:
- Strengthening protections around flexible working
- Increases rights for those on zero-hours contracts
- Reinforces the expectation that employers act reasonably and responsibly when it comes to their workforce.
In practical terms, this means that neglecting employee well-being is no longer just a cultural failing ,it can carry real legal and financial consequences for your business.
Think of the Act not as a burden, but as a framework that aligns with everything a good employer should already be doing. If you’re asking your team how they’re feeling, investing in HR development, and running a meaningful EAP, you’re already heading in the right direction.
The legislation simply formalises what forward-thinking businesses have known for years: that a supported, valued workforce is a productive one. By embedding well-being into the DNA of your organisation, you’ll be better placed to meet both the letter and the spirit of the new Act. If you listen and work with your employees you can build a workplace your employees are genuinely proud to be part of.