Nature has taught us that for something to flourish, it needs the right environment. Human nature is no different. In the workplace this starts with the foundations, creating a place that people can feel psychologically safe. But for companies looking to go beyond and create health ownership amongst their teams, offering accessible and personalised wellbeing support is key. Unlock its value and you’ll unlock a flourishing workforce.
The modern workforce’s wellbeing expectations
Employees are increasingly aware of the role their employers play in their overall wellbeing. Our Mind Health Report1 reveals that only 22% of the UK population is truly flourishing, with young adults being the least likely to flourish, often struggling with loneliness and social isolation. Meanwhile, 35–54-year-olds are also facing significant mind health challenges. It’s no surprise, then, that demand for health benefits is rising and wellbeing programmes are becoming a key factor in attracting and retaining talent. The good news for employers? There’s an opportunity for workplace educational programmes about mind health to have a really positive impact. Employees who cite these types of programmes as a primary source of information on mental health issues are far less likely to be struggling.
From mental health support and physical health initiatives to flexible working and career development – every employee’s view of wellbeing support is unique, as is how they prefer to engage with it. Meeting these diverse needs requires a smarter, more personalised approach.
Digital innovation is essential for delivering tailored wellbeing support at scale. By eliminating outdated, inefficient processes, overcoming geographical barriers and accelerating access to care, technology can help ensure that employees get the right support when and how they need it. Let’s not forget, poor mind health costs the UK £102 billion a year2. It’s now more important than ever for employers to invest in high-quality, accessible healthcare. The impact of doing so is clear – faster treatment, reduced absenteeism and a more resilient workforce.
So what does a well-rounded wellbeing strategy look like – one that not only meets today’s needs but is also built for the future. Here’s five considerations for employers wanting to transform their wellbeing strategy.
- Customer-first, digitally enabled solutions for a healthier workforce
Today’s employees expect more from their health benefits – speed of care, 24/7 availability and guided support that makes accessing help effortless. A truly customer-first approach means meeting these needs with appropriate, digitally enabled solutions that remove barriers and empower individuals to take charge of their health.
At AXA Health, we’re evolving traditional Employee Assistance Programmes (EAPs) and wellbeing services into super-charged, wellbeing solutions – delivered all in one place, online or via the AXA Health app. Designed around prevention, these solutions integrate a comprehensive range of services that support mind, body and life’s challenges – making them more accessible, personalised and impactful.
Digital innovation is at the heart of this transformation – making it easier for employees to connect with experts and gain round-the-clock content to aid their personal wellbeing for mind, body and life’s challenges. Online health score assessments additionally guide individuals toward better wellbeing. And within private healthcare, our evolution in online outpatient care has supported members with fast access to online expert diagnosis, wherever they’re based in the UK.
- Data-driven interventions: Turning insights into action
With digital innovation comes valuable data, enabling organisations to pinpoint health trends, identify at-risk groups, and implement targeted interventions that drive real impact. But a data-led approach shouldn’t be siloed by individual services – it should inform a broader people strategy. By harnessing insights, organisations can continue to refine and enhance their wellbeing programmes, ensuring they remain relevant, effective and responsive to employees’ evolving needs.
- Moving from understanding to empowerment
A truly proactive organisation doesn’t just help employees understand their health – it empowers them to take action. This means fostering a culture where wellbeing is prioritised, where employees feel supported in taking time to speak to a professional, engage in health coaching or access preventative care.
By designing services to target support where it’s needed most – particularly for vulnerable individuals – employers can move beyond general awareness to real, personalised impact, where it matters. The goal? A workplace where prevention is embedded into daily life, and employees can seamlessly access the right support at the right time.
- Digital and human connection – effective today and adaptable for the future
The best healthcare solutions balance digital and human support. Our Mind Health study1 shows that more people are turning to self-care or seeking advice from family and friends. While this can be valuable, access to trusted clinical guidance at the right time is crucial. This is where organisations have a vital role to play – ensuring employees can easily connect with reliable, expert-led care when they need it most.
By working with trusted health providers, organisations can create health solutions that blend technology with human expertise. Digital tools enable speed, accessibility, and proactive engagement, while expert-led support ensures personalised, high-quality care. Together they deliver treatment that’s effective today and adaptable for the future – keeping workforces supported and ready for what’s next.
As technology continues to evolve, the role of artificial intelligence (AI) is set to play a growing role in the future of workplace health. When used responsibly, AI-driven insights can complement human expertise, helping individuals to get the right care at the right time.
- Personalised, proactive wellbeing strategies
The more relevant your employee wellbeing offering is, the more it will resonate and drive action. Healthier employees are often more engaged, productive and satisfied with their work environment. Digital innovation, coupled with human support can enable wellbeing programmes to become more personal. For example, clinician best fit matching based on preferences and specialisms, tailored content based on likes or a health coach setting personal goals. One thing is certain, the world of wellbeing is meeting employees at a more personal level than ever before.
Wellbeing solutions built for today, ready for tomorrow
Organisations looking to create a truly tailored wellbeing programme need to strike the right balance between digital innovation and human connection – ensuring solutions are effective today and adaptable for the future. If your organisation isn’t already considering easy-to-access wellbeing initiatives that improve employee wellbeing and subsequently performance and business growth, then why not?
AXA Health’s app and website have been enhanced to support organisations looking to do just that, with a greater focus on prevention before the need for treatment. Beyond access to a library of curated content, employees can source available mental health support, connect with the right experts for their needs and book onto upcoming seminars, assessments and health coaching, where acquired.
The range of support includes:
- Seminars and workshops to support health understanding and inspire healthy behaviours
- Health assessments to guide individuals around personal goals and wellbeing measures – with integrated remote tests supporting today’s hybrid workforce
- Health and mental wellbeing coaching to provide positive motivation and guidance to create lasting change
- A fully integrated Employee Assistance Programme, with 24/7 EAP helpline, in-the-moment support and clinician best fit matching
Discover how to unlock the value of a flourishing workforce.
1AXA 2025 mind health report – The AXA Mind Health Index survey was conducted between October 8th to November 11th 2024 in 16 countries among representative samples of the population aged 18-75 in each country (1,000 in each).
2AXA UK and Centre for Economic and Business (Cebr) research 2023 – based on data and statistics from 16 different studies and reports with UK participants. Data from external sources such as OECD statistics and local statistical agencies were used to estimate the average number of sick days taken by workers in each country.
