EAPs alone aren’t enough. Fruit bowls won’t cut it. Here’s how to create a wellbeing strategy that actually works.

By Dr. Sarah Cotton

There is nothing wrong providing employees with healthy food and opportunities to exercise per se, but ad-hoc perks don’t cut it when it comes to protecting employees’ mental health today.  

With mental health costing Australian workplaces over $70 billion annually, organisations can no longer afford to treat wellbeing as an afterthought. Recent Safe Work Australia data shows work-related mental health conditions account for 9% of workers’ compensation claims, yet they result in the longest periods of time off work and the highest compensation costs. Yet many organisations still conflate workplace perks with meaningful wellbeing support. While office fruit bowls and yoga sessions have their place, today’s workforce faces unprecedented mental health challenges that demand a comprehensive, evidence-based approach. Not sure where to start? Our co-founder, Dr. Sarah Cotton shares her tips on how to create a meaningful wellbeing strategy for 2024. 

Prevention over crisis management

The workplace mental health landscape has transformed dramatically. While Employee Assistance Programs (EAPs) remain valuable, they shouldn’t be an organisation’s only line of defence. Modern wellbeing strategies must address potential stressors before they become crises – from AI-driven workplace changes to the challenges of our evolving flexible work culture.

Over the last decade, we’ve seen a huge shift in how we address mental health in the workplace. Pre-pandemic, many organisations considered Employee Assistance Programs (EAP) a catch-all for tackling a range of individual mental health concerns. What we know as mental health practitioners is that people often only seek EAP support when they reach a crisis point. The ideal scenario is to create a positive environment where EAPs are just one arm of a multi-pronged approach that fosters a mentally healthy environment. 

Consider implementing:

• Regular psychological safety assessments
• Preventive mental health education
• Stress management training
• Digital wellbeing resources
• Clear boundaries around out-of-hours communication

With the new Work Health and Safety (WHS) laws requiring Australian organisations to actively prevent psychological harm, and mental health support now a key factor in talent attraction and retention, a strategic approach to wellbeing is imperative for organisations and leaders at all levels.

Inclusive support for all ages and stages

Today’s multi-generational workforce demands flexible, personalised support. Whether managing early career transitions, parental leave, caring responsibilities, health conditions, or work-life integration, employees expect their organisations to provide meaningful support at every stage.

Successful organisations are creating:

• Structured mentorship programs
• Phased-return to work programs for various life transitions
• Flexible work arrangements that adapt to changing needs
• Career development pathways that accommodate life changes
• Cross-generational knowledge sharing initiatives

Supporting people to do their best work at all life’s ages and stages is a compelling way to attract and retain quality employees. People now expect to be able to work in a way that suits them. Whether they be graduates, parents or carers, those experiencing a health condition, or people simply wanting a better way to balance life and work. Employers who understand this mindset and support their people undergoing all of life’s transitions will be highly sought after as we move into future ways of working. 

Leadership that walks the talk

A wellbeing strategy is only as strong as the leaders who champion it. Beyond executive buy-in, organisations need leaders who model healthy work behaviours and actively promote psychological safety.

These include:

• Mental health training for all leadership levels
• Regular wellbeing check-ins as part of performance discussions
• Clear communication about available resources
• Leaders sharing their own wellbeing practices
• Metrics to measure strategy effectiveness

The bottom line? Organisations that invest in comprehensive wellbeing strategies aren’t just protecting their people – they’re securing their future. With mental health support now a key factor in talent attraction and retention, a strategic approach to wellbeing isn’t just nice to have – it’s a must have.

Looking for help to build a wellbeing strategy in your organisation? We can help! Connect with our team here.