Support your team in 2025!

Before writing this article, I asked 15 managers from small to medium-sized enterprises about their approach to employee wellbeing. The responses ranged from "We offer fruit bowls and yoga classes" to "We’ve got an EAP—I think?" and even a sheepish "Does a Christmas bonus count?"

And therein lies the challenge. As we step into 2025, the wellbeing of employees remains critical—but many companies are still relying on outdated, superficial, or poorly understood solutions.

The Shift in Employee Expectations

Gone are the days when free coffee and a ping-pong table sufficed as proof of a company’s care for its staff. Today’s workforce expects more—and with good reason.

In a recent survey, 76% of employees cited mental and physical health support as a top priority when considering a job. Yet only 28% felt their employers were meeting these expectations. This disconnect isn’t just bad for morale; it’s bad for business. High stress levels, burnout, and poor engagement are costing UK businesses billions annually through absenteeism, presenteeism, and turnover.

What’s Not Working

Many companies still rely on reactive, one-size-fits-all solutions like Employee Assistance Programmes (EAPs). While these initiatives can provide valuable support in theory, their practical limitations often render them ineffective. Low engagement rates, limited awareness, and concerns about confidentiality mean that even the best-intentioned EAPs are often underutilised.

Another common misstep? Treating employee wellbeing as a box-ticking exercise. Perks like gym discounts or mindfulness apps may look good on paper, but without a cohesive, human-focused strategy, they fail to address the root causes of stress and disengagement.

A Blueprint for 2025

So, what does effective employee support look like in 2025? It’s time to move beyond the quick fixes and build programmes that genuinely resonate with your team. Here’s how:

1. Start with Listening
   Too often, companies implement wellbeing initiatives without consulting the very people they’re designed to support. Regular surveys, focus groups, and one-on-one conversations can uncover what your team actually needs—whether that’s flexible working hours, financial coaching, or improved mental health resources.
2. Make Support Accessible and Visible
   It’s not enough to offer resources; employees need to know they exist and trust they’ll work. That means clear communication, visible leadership endorsement, and breaking down the stigma around seeking help.
3. Invest in Tailored, Holistic Solutions
   The most impactful programmes address the full spectrum of employee wellbeing—from mental and physical health to financial and social support. For example, ReechUs offers access to therapists, personal trainers, nutritionists, and financial coaches in a personalised, flexible package that adapts to individual needs.
4. Train Managers to Support Wellbeing
   Line managers are often the first point of contact for struggling employees, yet many lack the training to handle these conversations effectively. Equip your managers with the skills and confidence to provide meaningful support.
5. Measure Impact and Adapt
   A good wellbeing programme isn’t static. Use metrics like engagement rates, absenteeism, and employee feedback to continuously refine your approach.

Why It Matters

Supporting your team isn’t just the right thing to do—it’s a strategic imperative. Employees who feel cared for are more engaged, productive, and loyal. And in a competitive job market, a strong wellbeing offering can be the differentiator that helps you attract and retain top talent.

As we navigate the challenges of 2025, one thing is clear: the companies that prioritise their people will be the ones that thrive. So, let’s move beyond the fruit bowls and yoga mats and create workplaces where employees feel genuinely supported, valued, and empowered to succeed.