Companies perform better when their staff are happier, healthier and more engaged.



As the definition of wellbeing expands, organisations now see wellbeing not just as an employee benefit or responsibility, but as a business performance strategy.

Companies that build wellness into their culture not only benefit from having employees in better overall health, they also create the kind of business energy that drives success and attracts the best talent as a result.

Research suggests a culture of wellbeing driven by great people management, is good for employees and good for business. It makes the workplace a more productive, attractive and socially responsible place to work.


Benefits for your company

  • improve employee engagement

  • lower absence and presenteeism rates 

  • greater company performance and productivity

  • attract the people and skills the business needs

  • increased staff retention

  • strengthen team morale, relationships and communication

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Investing in workplace health & wellbeing

Work and lifestyle related stress and musculoskeletal disorders come at a cost to Wealth, Health and Happiness.

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“Wellbeing is part of our business strategy”

Peter Simpson, CEO, Anglian Water


Almost 1 in 3 of working age people have a long-term health condition, estimated to cost the UK economy £100 billion a year.

Anglian Water included wellbeing as part of their business strategy. The company found those wellbeing interventions have produced an 8 fold return on investment.

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“Yoga in the workplace may enhance health related quality of life”

Society of Occupational Medicine


25% of working days lost to ill health are due to work related musculoskeletal disorders such as back, neck and upper limb problems.

Yoga in the workplace can reduce disability associated with back pain, lower sickness absence due to musculoskeletal conditions and is likely to be cost-effective.

“Introducing workplace mental health interventions average 4:1 return on investment”



57% of working days lost to ill health are due to stress, anxiety and depression.

Research shows there are opportunities for employers to achieve better returns on investment by providing more interventions at preventative stages enabling employees to thrive, rather than intervening at very late stages.