Pilates, CrossFit, and even therapy. Increasingly present in trends and social media, wellness has ceased to be a strictly personal matter and has become an element ever more present in the workplace. According to Hays, the global leader in recruitment and human resources solutions, the concept of corporate wellness has evolved beyond offering a broad catalog of fitness activities for employees. Today it implies a deeper shift in how people understand and manage their health and well-being, which translates in the business world into an evolution of the benefits package offered.
And while the gym remains one of the most recognized benefits, companies are expanding their offerings toward a more holistic model that also encompasses areas such as mental health, nutrition, and emotional well-being.
The new generations have a much more holistic view of well-being
The concern for physical and mental health has grown in recent years and, especially among younger generations, professional success is increasingly understood as linked to well-being and personal development. The perception of these benefits also varies depending on experience and generation. Younger employees tend to use them more frequently, and many already consider them a standard, essential in the compensation package.
Wellness platforms like Wellhub or Urban Sports have helped facilitate this shift, enabling companies of different sizes to offer their employees access to a wide variety of services without the need for on-site facilities.
“Twenty or thirty years ago we mainly talked about how important professional success was. Now, especially for younger generations, professional success is not imagined without a certain level of development and personal growth. The company is joining this trend because it’s something employees value and because it also forms part of an increasingly complete value proposition,”, says Fernando Calvo, Head of People & Culture at Hays for Southern and Western Europe.
Wellness and Employer Branding: Another Piece of the Value Proposition
And healthy routines and the care of body and mind are increasingly part of the benefits packages that companies offer their employees. The rise of apps that allow access from a single subscription to services related to well-being is beginning to form part of a company’s value proposition and also of its talent attraction and retention strategies. In this sense, corporate wellness is becoming integrated within a broader people-care strategy, not just as an isolated benefit.
“A single initiative does not determine a company’s value proposition. It isn’t just about offering classes or training centers to employees. What matters is showing sensitivity toward the person, both physically and mentally. That’s why initiatives like sports teams, soccer or paddle tennis leagues, or even paying for race registrations work very well. They’re small gestures that communicate that the company cares about its people’s well-being,” explains the spokesperson.
How Does Employee Well-Being Impact the Company?
These corporate benefits go beyond access to athletic facilities. While the employee is the primary beneficiary of these policies, companies can also reap returns tied to a more satisfied, healthier, and connected workforce, as well as generate tangible returns for the organization.
Physical activity and healthy habits can contribute to improving workers’ daily well-being and, potentially, aspects related to motivation, focus, or absenteeism. Additionally, team sports activities can serve as a tool to strengthen relationships among colleagues and facilitate the integration of new employees.
“The advantages for the company are numerous. Having more satisfied and healthier employees has a positive impact in different areas and can contribute to improving the workplace climate. In a context where attracting and retaining talent is a challenge, offering solutions that care for people in their various dimensions can become, without a doubt, another differentiating tool and a path to reinforcing long-term commitment,” concludes Calvo.
