Wellness vs well-being: What’s the difference in the workplace?
Does your business prioritise employee wellness or well-being? Many employers and employees use the terms interchangeably to describe good health, employee benefit plan options and more. However, there are significant differences between the two concepts.
As the industry continues to evolve, it’s helpful to understand their distinctions so you can use the terms in their correct context – especially as an employer or HR manager. This Pacific Prime UK article takes a closer look at the difference between wellness and well-being in the workplace.
What is employee wellness?
Wellness is a term that you’re likely already familiar with, as it has been around for many decades – making it the more traditional of the two. While different people give different meanings to the word, it typically has something to do with physical health in one way or another. Employee wellness definitions vary as well. Generally speaking, employee wellness programs focus on efforts like health assessments and disease prevention/management.
From increased workplace productivity and employee engagement to reduced stress and absenteeism, there are many benefits of employee wellness programs. But without an integrated approach, many employees aren’t even aware of the resources they can access. Consequently, many employee wellness programs are underutilised. What’s more, employee wellness programs that are not tailored to individuals are often either ignored or deemed ineffective.
Further reading: 5 metrics to evaluate the impact of your employee wellness program
What is employee well-being?
The increasingly popular term “well-being” is one that focuses on more than just one’s physical health. Oftentimes, well-being is used to describe how something affects the whole person (or something overall in general, such as one’s lifestyle or health). It’s much more than how a person is feeling on a physical level or how much exercise they’re getting. Instead, it takes a more holistic approach and looks to understand how physical, financial, emotional, social and other aspects contribute to well-being.
Take the COVID-19 pandemic as an example. Rapid changes called for significant adjustments to life as we know it, which brought up stress and new challenges. Stressors like financial struggles, poor work-life balance and social isolation affected the health of millions of individuals globally. Due to the interconnected nature of health, troubles in one area of well-being naturally impact others. For example, money concerns are known to influence mental, and even physical, health.
Since well-being is a more inclusive concept than wellness, employee well-being programs are usually broader than their wellness counterpart. These programs can involve everything from nutrition and fitness to stress management and so much more.
Does the term I use really matter?
Well-being is a term that will continue to be used more regularly, especially as more realise that there isn’t a one-size-fits-all approach to employee benefit programs. With five generations in the modern workplace, employers must continuously expand their offerings to cater to the needs of different demographics. You can essentially think of well-being as a more personalised approach that takes employees’ unique needs into consideration.
Nowadays, wellness programs are a must. More people are also recognising that taking charge of their overall well-being involves much more than time to unwind before or after work. Employers must therefore support their employees’ well-being at work, whether that’s through physical wellness, mental health support and so on. A holistic approach to employee well-being helps them feel supported and cared for – all while improving their overall health and happiness.
Further reading: What different generations want from their jobs
How to design a robust well-being program
Employees these days can certainly do with more resources. However, the benefits of an employee well-being program might not be realised without a tailored approach. It simply isn’t enough to create an employee well-being program just to say that your company offers one, especially as more organisations prioritise diversity and inclusion.
Further reading: Diversity, equity and inclusion in the workplace
The foundation of a robust well-being program utilises the different aspects of well-being, thereby supporting and engaging employees regardless of where they are. All well-being program offerings should be adaptable yet consistent to be worthwhile. A company’s well-being program should also evolve with its culture, including workplace goals and values. Consequently, programs will constantly adapt to meet ever-changing needs and expectations.
While designing a well-being program that incorporates different aspects of well-being won’t happen overnight, employers who focus on the growing needs of their workforce will be rewarded with a workforce that is more productive, loyal and healthy.
Looking for employee benefits solutions?
Whether you’re looking to design your employee well-being program or reassess your current employee benefits package, Pacific Prime UK is here to help. As a leading employee benefits specialist and health insurance broker, we can offer advice on employee benefits in the UK, help you secure corporate health insurance in the UK and so much more.
Contact us for impartial advice and to get a free plan comparison today!
Jantra curates and reports on the results of Pacific Prime’s monthly newsletters, as well as manages Pacific Prime’s Deputy Global CEO’s LinkedIn posts. Complemented by her background in business writing, Jantra’s passion for health, insurance, and employee benefits helps her create engaging content - no matter how complex the subject is.
Growing up as a third-culture kid has given her a multicultural perspective that helps her relate to expats and their families while 8 years of working remotely have given her unique insight into hybrid work arrangements and enthusiasm for employee benefits.
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