The ROI of Employee Wellbeing
In a climate of rising costs and squeezed budgets, organisations are under pressure to deliver more with less. Every pound invested needs to show value. That’s why the conversation around workplace health has shifted: wellbeing is no longer seen as a nice-to-have perk, it’s a business-critical investment with measurable returns.
The truth is, poor employee wellbeing costs far more than many leaders realise. And when organisations get wellbeing right, the ROI of employee wellbeing is substantial, from lower sickness absence to improved retention, productivity, and culture. As we plan for 2026, making the business case for wellbeing has never been more important.
The Cost of Doing Nothing
Before exploring ROI of employee wellbeing, it’s worth asking, what’s the cost of inaction?
In short, not investing in wellbeing is already costing businesses money, quietly but consistently.
The ROI of Wellbeing Investment
The good news is that proactive investment pays back, often multiple times over.
In other words, the ROI of employee wellbeing extends far beyond reduced absence, it underpins resilience, performance, and competitive advantage.
Making the Business Case to Leadership
When presenting wellbeing programmes to senior leaders, numbers matter. Framing your proposal in terms of ROI and risk reduction will resonate with budget holders. Here are three tips:
- 1Translate data into pounds: Show how sickness absence or turnover impacts your bottom line. For example, reducing average absence by just one day per employee could save tens of thousands of pounds in lost productivity.
- 2Highlight risk mitigation: Position wellbeing as insurance against burnout, accidents, and attrition. Preventing just a few resignations or long-term absences can recoup the cost of a programme.
- 3Demonstrate scalability: Start small, show results, then scale up. Pilots like the 1-Week Interactive Health Kiosk Pilot Programme are cost-effective, easy to run, and produce tangible insights that strengthen your long-term case.
While ROI figures are compelling, not all benefits of wellbeing show up immediately on a spreadsheet. Improved morale, stronger culture, and increased innovation are harder to measure but equally valuable.
Engaged employees who feel cared for are more likely to stay, contribute new ideas, and deliver better customer service. These soft outcomes compound into long-term financial value, even if they aren’t as easy to quantify in year one.
In today’s economic environment, wellbeing isn’t a luxury. The cost of inaction is high, but the returns on investment are even higher. By focusing on data, measurable outcomes, and strategic alignment, HR leaders can confidently present wellbeing as a driver of both employee health and business success.
The ROI of employee wellbeing is clear. Healthier people, stronger performance, and a more resilient organisation ready for 2026 and beyond.
1-Week Interactive Health Kiosk Programme
For organisations under pressure to prove value quickly, the 1-Week Interactive Health Kiosk Programme is a low-risk, high-impact solution. It's affordable, provides insights and is ideal for organisations of all sizes.
Frequently Asked Questions
Research by Deloitte shows that for every £1 invested in wellbeing, UK employers see an average return of £5. Benefits include lower absence, higher productivity, and stronger retention.
Wellbeing reduces sickness absence, prevents costly turnover, boosts productivity, and strengthens employer brand. The returns often far outweigh the initial costs.
Poor mental health alone costs UK employers around £56 billion annually through absenteeism, presenteeism, and staff turnover. Rising sickness absence further adds to financial losses.
Link wellbeing to financial outcomes, fewer absences, reduced turnover costs, and improved productivity. Use pilot programmes like a 1-Week Health Kiosk to gather evidence and prove ROI before scaling.
Workplace Wellbeing
Workplace Wellbeing
Workplace Wellbeing
References:
https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/labourproductivity/articles/sicknessabsenceinthelabourmarket/2023and2024