Ian Beaumont
Group CEO
Employee Wellbeing Services
Give your people meaningful wellbeing support while building healthier, more engaged and resilient teams.
Support every aspect of wellbeing
From mental health and EAPs to physical health, financial wellbeing and rewards, create a programme that reflects what your people really need.
Practical benefits your people appreciate
Offer everything from health screening and occupational health support to financial guidance, fitness benefits and employee discounts.
Make wellbeing work for your business
Build a programme that supports engagement and retention, and understand what’s working and where to improve.
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.
We provide an independent, expert view
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 isn’t tied to any particular vendor, understands your business, your people and your wider people strategy, and can design and deliver employee wellbeing programmes that actually connects with your teams.
A strategy aligned to your goals a recruitment strategy around your ambitions.
We design a programme that starts with an understanding of your employees, your current challenges, your culture and your goals, and build a wellbeing strategy around those realities. This shifts employee benefits from a business cost to a commercial driver.
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 complement your benefits and wellbeing services. This gives our wellbeing advice the added depth of joined-up people expertise that standalone wellbeing providers simply can’t offer.
We measure and evolve your programme
We help you build the right measurement framework from the start: tracking absenteeism rates, engagement survey data, EAP utilisation and employee feedback to understand what is working, and what needs to be tweaked along the way.
Angie Crush
Head of Employment Law
Mike Kealey
Managing Director, Omny HR
Amanda Menahem
Group HR Director & Head of Omny Performance
Chris Halloran
Group Finance Director
Jonelle Wilkin
Group Head of Operations
Lorraine Williams
Senior Legal Director
Paul Andrews
Director
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Frequently asked questions
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 – driving financial confidence and their sense of connection and purpose within your organisation. 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?
Many employers use a wellbeing programme to demonstrate to their people that they care and appreciate their hard work and loyalty. But if your business is facing specific challenges such as rising absenteeism, low morale, high stress levels, or difficulties with recruitment and retention, a wellbeing programme can provide tangible solutions to those problems, too. At Omny Benefits, we’ll work with you to identify these challenges and create a wellbeing strategy that fosters a healthier, happier, and more productive workplace.
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?
Popular perks include gym memberships, retail discounts, and exclusive deals, however, the most effective perks are those tailored to your team’s needs. At Omny Benefits, we’ll help identify what motivates your workforce; whether it’s flexible working options, mental health initiatives, or team-building activities to create a package that resonates and delivers impact.
How do I choose the right perks for my employees?
The key lies in understanding your team’s needs and preferences. At Omny Benefits, we assist with employee surveys, team discussions, and industry benchmarking to identify impactful perks. We’ll ensure your package is relevant, competitive, and aligned with your broader business strategy.
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. It’s important to note, however, that the cost of putting in a wellbeing programme is clearly visible but the cost of not having one isn’t always as obvious, can total a lot more. and have a greater negative impact on a business.