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Safety – Health and Wellbeing Programs

Progressive businesses of today are introducing programs to encourage the health and wellbeing of their staff.  Why, might you ask?

Proven benefits of well implemented programs can include: -

  • Decreased absenteeism
  • Decreased stress and other work-related illnesses
  • Reduced risk of accidents
  • Increased ability to attract new employees
  • Increased engagement
  • Decreased turnover of staff
  • Increased productivity
  • Improvements in morale and job satisfaction
  • Reduced long term health problems

As these examples above demonstrate, these programs have great benefits for both the employer and employee.

Some popular programs may include: -

  • Onsite gyms
  • Quit smoking programs
  • Step challenges
  • Massage therapy
  • Meditation
  • Yoga classes
  • Lunch and learns – healthy nutritional food and recipes
  • Employee assistance programs – including family support and financial assistance
  • Naps
  • Kilometre challenges – running, walking, cycling
  • Fun outings including mini golf, bare foot bowling, laser tag, outdoor adventures

While having the ideas is the first step, a successful program takes successful implementation.

Following are the steps recommended to develop a sound health and wellbeing program for your business:-

  1. Ensure your managers are committed
  2. Organise a committee
  3. Find out what your staff need/want (remember not everyone loves to exercise, but everyone needs to eat!)
  4. Develop a policy and a plan – develop a calendar of offerings including when to advertise and seek attendance etc.
  5. Put the plan into action
  6. Monitor and evaluate the program for both attendance, enjoyment, and outcome
  7. Update your program – remember to evolve the program as required.


For assistance with workplace health and safety or any other HR matter, please contact us at [email protected] or 1300 720 004.

Information in HR Advice Online guides and blog posts is meant purely for educational discussion of human resources issues. It contains only general information about human resources matters and due to factors, such as government legislation changes, may not be up to date at the time of reading. It is not legal advice and should not be treated as such.

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