Is Your Business Guilty of Wellbeing Washing?

There’s often a disconnect between what employees expect from wellbeing support and what employers provide. A monthly pizza party or last-minute webinar just won’t cut it anymore—employees see right through superficial gestures.

Let’s look at the phenomenon of ‘wellbeing washing’ and how to avoid it while making a genuine, lasting difference for your team.

What is Wellbeing Washing?

Wellbeing washing happens when businesses claim to care about employee wellbeing but fail to deliver anything meaningful or lasting. Instead of offering genuine support, they provide token gestures like a one-off yoga session or a fruit basket, without addressing deeper issues.

It’s a reactive approach, focused on dealing with problems as they arise rather than taking proactive steps to prevent them. Employees, however, crave meaningful changes like autonomy, better job satisfaction, work-life balance, and flexible working. These adjustments have a far more positive impact on mental wellbeing than a slice of pizza ever could!

What’s the Impact?

Wellbeing washing is harmful to business. It erodes trust, damages morale, and can lead to higher turnover rates. Disillusioned employees may feel unsupported, prompting them to leave, which can harm your company’s reputation and bottom line. On the other hand, sincere wellbeing initiatives boost employee satisfaction, engagement, and retention.

How Can You Avoid Wellbeing Washing?

Here are some strategies to provide meaningful support for your employees' wellbeing and build a positive workplace culture.

1. Listen Up!

Pulse Surveys: Regularly ask employees what they need through quick pulse surveys. Use their feedback to design initiatives that tackle real issues like stress, lack of flexibility, or workplace conflict.

Actionable Insights: Rather than offering generic wellbeing activities, tailor your approach based on what your team tells you. If employees report high stress or an unmanageable workload, consider providing stress management workshops, offering counselling, or reviewing workload distribution.

2. Embed Wellbeing into 1:1s and Appraisals

Don’t leave wellbeing to chance. Include it as a regular part of your 1:1s and appraisal processes. Use these check-ins to discuss not only performance but also how employees are feeling, what’s affecting their mental health, and where you can provide additional support. This normalises the conversation around wellbeing and helps address potential issues before they escalate.

3. Discourage Presenteeism and Promote the Right to Disconnect

In a world where work can easily seep into every part of life, it’s essential to promote a healthy boundary between work and personal time. Encourage the right to disconnect by discouraging presenteeism and ensure leaders set the tone by not sending emails or messages outside of working hours. Employees should feel comfortable stepping away from work when they’re off the clock, and leaders should role model this behaviour.

4. Make Wellbeing Part of Your Culture

Lead by Example: Encourage leaders and managers to model healthy behaviours like taking regular breaks, maintaining a clear work-life balance, and openly participating in wellbeing activities. This sets the tone for the rest of the organisation and helps normalise the importance of wellbeing at work.

Ongoing Support: Rather than focusing on one-off events, build continuous support systems. This could include regular mental health check-ins, flexible working arrangements, and providing holistic support for employees’ mental, physical, and financial wellbeing.

5. Recognise and Reward

Career Wellbeing: Help employees feel valued by investing in their professional development. Provide training opportunities, mentorship, and clear pathways for promotion. When employees see you’re invested in their growth, their overall wellbeing improves.

Formal Recognition: Use your HR system to regularly acknowledge and reward your employees’ efforts. Tools like Breathe’s ‘Kudos’ allow both upward and peer-to-peer recognition, as well as downward feedback, with everything automatically recorded in the system. Recognition, when done right, can significantly boost morale and foster a sense of belonging.

6. Offer Genuine Flexibility

One of the simplest ways to improve wellbeing is to give employees more control over their working day. Offering flexible working hours or hybrid work arrangements can make a significant difference, especially for employees who struggle to maintain a work-life balance. Flexibility shows that you trust your team and are committed to their long-term health.

Avoid Wellbeing Washing with Real Support

By listening to your employees, embedding wellbeing into everyday processes like 1:1s and appraisals, and making flexibility part of your culture, you can avoid wellbeing washing and offer genuine support. Wellbeing initiatives should be meaningful, proactive, and part of the business culture—not just box-ticking exercises.

When you focus on real support rather than superficial gestures, you’ll see improved employee engagement, retention, and productivity—a win-win for your business.

Need Advice?

If you’d like help crafting a wellbeing strategy that works for your team, or simply want to discuss any HR challenges, we’re here to help. Get in touch for a confidential chat today!