The benefits of employee well-being for your business

Last updated: March 2nd, 2017

Employee wellbeing has become an increasingly popular subject over the past number of years. Having a workforce who are healthy, productive and motivated can have a positive impact on the overall effectiveness of your business. When we talk about wellbeing we are not only referring to physical sickness, we are also looking at mental and social health.

When it comes to promoting workforce health it is important that employers take a proactive approach in an attempt to promote and maximise wellbeing.

The below are ways in which you can promote positive wellbeing:


1. Effective policies and procedures in place can contribute to a healthy workplace. It provides a framework for managing people issues such as communication, absences, grievances and occupational health.

2. Trained management has also been proven to have a positive impact on wellbeing. When managers have the appropriate training they communicate more effectively and are trained on how to manage difficult conversations. A manager with good people skills and appropriate training is more likely to tackle any issues that arise in the workplace. Early intervention can help resolve matters and prevent employees going on sick leave.

3. Managers can also promote an attendance culture. It has been proven that it’s better for an employee suffering from a mental illness to be at work. Social inclusion, structured routines and financial security all have a positive impact on an employee suffering from depression. Return to work meetings are also a useful tool. They are not only a good way of reducing the number of sporadic sick days an employee may have, they also give managers the opportunity to meet with employees following periods of absence and gives them the chance to establish if any reasonable accommodations need to be made for them.

4. Job flexibility can often play a part in wellbeing. Flexibility can be anything from allowing an employee to take their break whenever they want or allowing them to choose their own hours of work. Understandably depending on the business, job flexibility may not always be feasible, however, in situations where it isn’t, it’s important to communicate with staff. Where flexibility with working hours is not possible giving employees the autonomy to take ownership of how they fulfil their role is beneficial.Valued employees – it’s important that employees feel valued and respected. This can be done by as little as telling an employee they did a good job. A valued employee is more likely to be loyal and have job satisfaction which in turn reduces the number of sick days the individual will have and decreases the possibility of them leaving the business to seek alternative employment.

5. Many employers have put a focus on employee wellbeing due to the increase in the number of employees going on sick leave due to stress, work related stress and depression over the last number of years. While it is important to have the above measures in place in an attempt to avoid employees going on sick leave in some cases in it inevitable. It’s important to ensure procedures are in place to deal with absence due to stress and depression. Employee Assistance Programmes are good risk mitigation tools and can assist with getting the employee back to work sooner.


There are many benefits for employers in having a healthy and motivated workforce which include, reduced sick leave, more productive staff, boosts morale, loyalty, and reduced turnover.

For more information in relation to employee wellbeing and the effect on your organisation you can contact the advice team on 01 886 0350


Book a call with a consultant

Complete the form below and a consultant will call you as soon as possible.

Book a call with a consultant

Complete the form below and a consultant will call you as soon as possible.

Latest Resources

Probationary periods and employment contracts affected by new rules

As January is a quiet time for many business owners, it can be a good time to do some HR jobs that have been put […]

Handling employee resignation and notice periods in Ireland

Employee resigning with documents and belongings
How to handle employee resignation and notice periods in Ireland From time to time, an employee resigns to pursue a career outside of your organisation. […]

Employer’s guide to the Organisation of Working Time Act

Employer’s guide to the Organisation of Working Time Act The Organisation of Working Time Act 1997. What does this legislation set out to do and […]

Nora Cashe


Nóra studied Law in Griffith College Dublin and qualified as a Barrister in 2008, practising in the area of Criminal law. She is also member of the Irish Employment Law Association.

Nora has extensive experience representing clients at Employment Tribunal hearings, Conciliation / Mediation meetings before both the Workplace Relations Commission and the Labour Court. 

Nóra is a member of the Irish Employment Law Association and engages with the WRC Adjudication Service as part of their stakeholder engagement forum.

Deiric McCann

Genos International Europe

Deiric McCann leads Genos International Europe – The EU division of a world-leading provider of emotional intelligence solutions. 

With over two decades experience at the highest levels of management, Deiric supports clients to develop the resilience, emotional intelligence, psychological safety and engagements of their employees.

Rhiannon Coyne

Graphite HRM

Rhiannon Coyne is a Senior HR Consultant at Graphite HRM and will be providing an overview of best practice on how to deal with complaints of bullying and harassment in the workplace. 

With a number of recent updates to employment laws, Rhiannon will take a closer look at employment equality and how it is interlinked to Health & Safety and what employers can learn from recent case laws.

David Begg

Workplace Relations Commission

David Begg was appointed Chairperson of the Workplace Relations Commission (WRC) in January 2021.

David is also a professor at Maynooth University Institute of Social Sciences. Mr Begg’s extensive history in the trade union movement included leading the ESB Officers Association and Irish Congress of Trade Unions, stepping away from the latter in 2001 to chair international aid agency Concern.

David Begg was also previously a director of the Central Bank of Ireland between 1995 and 2010.