Wellbeing in the Workplace - What Employers Can Actually Do - One World Cover

Wellbeing in the Workplace – What Employers Can Actually Do

Workplace wellbeing is no longer a “nice to have.”

Rising costs, stress, and changing employee expectations have forced employers to rethink how they support their people. There’s good news however: the latest Optum Wellbeing in the Workplace survey (8th edition) shows that small, strategic shifts in approach are paying off globally – with record levels of employers reporting a true culture of health ownership in their organizations.

Key Findings from the 2024 Survey

76% of large employers now report having a workplace “culture of health ownership,” up from 61% in 2023 and just 48% in 2017.
77% rate their employees’ wellbeing as “outstanding”, the highest figure since the survey began.

The shift is being driven by three key changes in employer strategy:

Holistic health focus: Employers are moving away from siloed initiatives (like only gym memberships) toward “whole-person” health that integrates physical, mental, financial, and social wellbeing.

Engagement over expansion: Instead of endlessly adding new programs, the focus is on getting employees to actually use what’s already available.

Personalisation: One-size-fits-all solutions are giving way to targeted coaching, digital hubs, and tailored plans that meet employees where they are.

What Employers Can Actually Do

1. Make wellbeing communications accessible

Engagement rises when communication is simple, visible, and personalised.
Replace complex benefit booklets with clear, ready-to-use guides.

2. Run targeted health assessments

Health risk assessments (HRAs), screenings, and coaching now see participation rates above 35%.
Early detection of issues like cancer or high cholesterol saves lives and reduces long-term costs.

3. Integrate mental health access

Mental health remains a top investment area for employers globally.
Effective programs include clear limits, direct billing options, and pathways for both psychologists and psychiatrists.

4. Use digital engagement tools

Benefits hubs, mobile platforms, and targeted digital nudges drive utilisation.
The best results come when employers combine digital tools with personalised coaching.

5. Prioritise prevention and early detection

Preventing illness costs far less than treating it later.
Employers are shifting to “screen early, treat early” strategies.
One World Cover’s health awareness series campaigns (cancer checks, heart health, flu prevention) are designed exactly for this – to catch issues at stage 1, not stage 4.

Why This Matters for Employers

The message is clear: wellbeing works when it’s integrated, personalised, and clearly communicated. For companies with expat-heavy workforces, the stakes are even higher – poor engagement leads to worse outcomes, higher claims, and rising health insurance renewal costs.

At One World Cover, we’ve seen the difference: when employees understand and use their benefits, health outcomes improve, staff satisfaction rises, and costs stay under control.

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To learn more please get in touch: [email protected] or click here to contact us.

Michael – Customer Experience Director

Michael is One World Cover’s Customer Experience Director and for the last 15+ years his expertise has been instrumental in assisting hundreds of companies across Asia foster a healthier environment for their staff, while also ensuring that employers can offer exceptional health insurance benefits without compromising on financial sustainability. Michael’s approach is distinguished by his empathy, warmth, and genuine care.