Fewer than half of Australian workers said their employers would put worker wellbeing above short-term business gains.
How does worker wellbeing factor into your SME?
Perhaps, like an increasing number of workplaces in 2024, you’ve implemented programs to boost staff health and productivity.
But how effective were these efforts?
Let’s find out what worked, what didn’t, and what you can take forward into 2025.
The Current State of Workplace Wellbeing
According to a recent Monash University study, Workforce Health in Australia, most Australian workplaces now offer some form of wellbeing program, ranging from mental health support to physical activity initiatives. The study looked at these factors of health and wellbeing: social protection, health-service use, financial circumstances, job characteristics and lifestyle factors.
To put it into context, they found:
- Four in 10 Australian workers said their pain interfered with their normal work
- 20% of workers reported a mental or behavioural conditions
- Almost two in 10 workers said they had very high levels of distress
- 43% said they had high job demands; 42% battled low job control
- A third of workers exceeded recommended alcohol use guidelines, and
- About a quarter of workers met the national physical activity standards.
Researchers identified common challenges, such as low engagement and limited accessibility to workplace wellbeing programs. Employees often perceive these programs as poorly aligned with their needs, which reduces utilisation and limits businesses’ ability to maximise their impact.
What’s Working: Success Stories from 2024
According to the Monah report, well-designed programs with clear goals showed measurable success in 2024. Tailored health plans addressing both mental and physical wellbeing, including on-site fitness facilities and confidential mental health services, stood out as exceptional examples. Another highlight was leadership buy-in—when leaders actively take part, staff tend to follow suit.
For instance, some SMEs reported success with technology-driven programs that monitor employees’ health metrics while ensuring privacy. These digital tools empower employees to set personal goals, fostering ownership of their wellbeing.
Challenges and Shortcomings
Despite these bright spots, many programs failed to align with workers’ needs. Generic, one-size-fits-all programs often didn’t resonate with diverse workforces, particularly in SMEs where individuals’ roles and backgrounds differed widely.
Resource constraints were another frequently mentioned barrier. SMEs often lack the funding needed for comprehensive programs, making sustained support difficult. As well, technology fatigue—caused by an over-reliance on apps and digital tools—emerged as a growing concern among employees.
The Role of Technology in Workplace Wellbeing
Technology continues to reshape workplace wellness, offering innovative solutions for employee engagement. The most popular apps and platforms allow workers to access:
- Mindfulness exercises
- Physical activity trackers, or
- Virtual counselling sessions.
However, there were some snags. While these tools boost accessibility, overuse can mean technology fatigue, mitigating their overall effectiveness. Also, SMEs must consider whether all staff have equal access to these tools, particularly those in remote, rural or outdoor areas.
Diversity and Inclusion in Wellbeing Programs
A key take-away from 2024 was the need for inclusive wellbeing programs. Employees from culturally diverse backgrounds, parents juggling work and caregiving responsibilities, and remote workers often face unique challenges. Consider, if you’re asking these employees to participate in wellbeing programs outside of their regular duties and during their personal time.
Programs catering to workers’ differences—including offering flexible mental health support or initiatives customised to cultural needs—were much more effective than generic approaches. Check out the Diversity Council of Australia’s Inclusion@Work Index.
Inclusivity should form the foundation of your SME’s programs to really engage and support all employees. Also, consider introducing workplace diversity programs, but check out what The Conversation advises about effectiveness.
Recommendations for 2025
If you’re looking to revamp your SME’s wellbeing approach, start by quizzing employees about their needs and preferences to guide your program design. Data-driven strategies, including surveys and health assessments, are essential to help align programs with employee expectations.
Leadership plays a vital role. When management actively participates in or advocates for wellbeing initiatives, it inspires greater employee engagement. Finally, offer a balanced mix of physical and mental health resources and activities to address a broader range of needs.
Key Takeaways for Employers
Workplace wellbeing is not a one-size-fits-all solution. By personalising programs, prioritising inclusivity, and carefully using technology, SMEs can develop initiatives that genuinely support their teams.
As your insurance broker or adviser, we are ready to work with you to design or enhance your wellbeing program, ensuring it also aligns with your risk-management strategy.
