Wellbeing
Poor mental health alone costs UK employers up to £56 billion every year through absenteeism, presenteeism and staff turnover. Employees who feel genuinely supported in their wellbeing are up to 23% more productive and significantly more likely to stay with their employer long term.
At Omny Benefits, our employee wellbeing services go well beyond a gym discount or an Employee Assistance Programme contact number. We work with employers to design and deliver holistic wellbeing programmes that address the real drivers of how your people feel at work: their mental health, their physical health, their financial confidence and their sense of belonging within your organisation.
Why Choose Omny for Your Employee Wellbeing Services
There is no shortage of wellbeing platforms, EAP providers and app subscriptions on the market. What is much harder to find is a consultancy that understands your business, your people and your wider people strategy, and can design and deliver an employee wellbeing programme that actually connects with your workforce.
AStrategy Aligned to Your Goals
We design a programme that starts with an understanding of your workforce, your current challenges, your culture and your goals, and build a wellbeing strategy around those realities.
We Sit Within a Joined-Up People Consultancy
When you work with Omny, you have easy access to our team of HR advisors, employment lawyers and occupational health professionals under one roof, to compliment your benefits and wellbeing services.
We Measure and Evolve Your Programme
We help you build in the right measurement framework from the start: tracking absenteeism rates, engagement survey data, EAP utilisation and employee feedback to understand what is working.
Our Employee Wellbeing Services
We take a holistic approach to employee wellbeing, addressing all four dimensions of how your people experience work: their mental health, their physical health, their financial confidence and their sense of connection and purpose within your organisation.
Mental Health and Emotional Wellbeing
Our mental health wellbeing services can include access to Employee Assistance Programmes (EAPs), which provide employees with confidential, 24-hour access to counselling, mental health advice and practical support for personal and work-related issues. We advise on selecting the right EAP provider for your workforce and budget, and help you communicate the service so that employees actually use it when they need it.
Physical Health and Occupational Wellbeing
Our physical wellbeing services include health screening, assessment programmes, access to occupational health support, ergonomic assessments, gym memberships, fitness benefits, cycle-to-work and other active commuting incentives. We help employers design a physical health offering that is proportionate to their workforce and their budget, and that complements rather than duplicates any corporate protection cover already in place.
Financial Wellbeing
Our financial wellbeing services help employers address this gap in two ways. At the programme level, we provide access to financial education resources, cash plans and benefits that reduce the immediate financial pressures employees face. At the individual level, our employee engagement service provides one-to-one financial guidance and/or advice for employees on pensions, savings, family protection plans, debt management and long-term financial planning.
Social Wellbeing and Rewards
Our rewards and perks advisory service helps employers design a recognition and benefits offering that reinforces social wellbeing: retail discounts and lifestyle benefits that show employees their employer is investing in them, recognition schemes that celebrate contribution and create a sense of shared success, and community-building initiatives that strengthen team cohesion and reduce the isolation that can accompany hybrid or remote working arrangements.
Frequently Asked Questions (FAQ)
What exactly does Private Medical Insurance cover?
PMI primarily covers acute conditions — new illnesses or injuries that require immediate medical care and are likely to improve with treatment. Coverage typically includes:
- Hospital stays and surgeries
- Specialist consultations
- Diagnostic tests (e.g., scans and blood tests)
- Outpatient treatments
Pre-existing conditions, routine check-ups, and long-term chronic care are usually excluded, but our team at Omny Benefits will guide you through the specifics of your chosen policy.
What is an employee wellbeing programme?
An employee wellbeing programme is a structured set of initiatives, benefits and support mechanisms designed to improve the physical, mental, financial and social health of a workforce. Effective programmes go beyond a single product, such as an EAP or a gym discount. They are designed around an understanding of your specific workforce and the challenges your people face, communicated clearly so that employees know what is available and feel comfortable using it, and measured over time so that their impact on absence, retention and performance can be demonstrated.
Does my business need a wellbeing programme?
How can I ensure my wellbeing programme is successful?
Success starts with a clear understanding of your team’s needs and ongoing evaluation. At Omny Benefits, we recommend:
- Employee Feedback: Gather insights through surveys and focus groups.
- Tailored Design: Create a programme specific to your team’s requirements.
- Effective Communication: Ensure employees understand the benefits available.
- Measure Impact: Track absenteeism, productivity, and engagement.
- Continuous Improvement: Adapt initiatives based on regular feedback and performance metrics.
What types of employee perks are most popular?
How do I choose the right perks for my employees?
Is a wellbeing programme a legal requirement?
A formal wellbeing programme is not currently a specific legal requirement. However, employers have a duty of care under health and safety legislation to assess and manage the risks to their employees’ health, safety and welfare, which includes occupational stress and mental health risks. The Mental Health Act 2025 strengthens the framework within which employer mental health responsibilities will be assessed going forward.
How much does an employee wellbeing programme cost?
Costs vary considerably depending on the scope and components of the programme. Some highly effective initiatives, such as improving internal mental health communication, training managers in wellbeing conversations or introducing flexible working policies, carry minimal direct cost. Others, such as private health screening programmes or comprehensive EAP provision, involve ongoing investment.