Why employee wellbeing is a healthy investment  

In 1984, leading Māori health advocate, Sir Mason Durie, developed “Te Whare Tapa Whā” – a metaphor where wellbeing is described as a house with four walls. When these four wellbeing walls are in balance, we flourish. But when just one of these aspects is lacking, we’re less likely to be at our best. 

The metaphor is just as apt for individuals as it is the organisation. Looking after the holistic wellbeing of your workforce has a tangible impact on key business outcomes – from talent retention and employee engagement to workforce productivity and business resilience. Yet our research shows that a lack of measurement, and a misunderstanding of employee needs, could be disrupting the balance and impeding the potential business returns. 

Exploring key findings from the 2025 Hays Ireland Working Well Report, based on insights from over 600 professionals and employers across Ireland, we’ve detailed the current state of employee wellbeing, how it’s shaping organisational success, and key steps for ensuring your wellbeing strategies pay off. 

Lack of wellbeing support sees staff leave 

Ireland may boast one of the strongest work-life balances in Europe – second globally only to New Zealand, and the birthplace of “Te Whare Tapa Whā” – but its professionals are still susceptible to workplace pressures. Our Working Well Report reveals that over half (54%) of the nation’s professionals report often feeling stressed at work, and over a third of employers (34%) believe their employees’ stress levels have worsened over the last 12 months.  

Stress in an unavoidable part of work for most, but when employees aren’t properly supported, they’re at risk of leaving. Nearly half (49%) of Irish professionals have left a job due to inadequate wellbeing support, with a further 31% having considered it. This figure rises to 51% among women, highlighting a gendered impact that employers can’t afford to ignore.

Given the number of professionals leaving their position due to poor wellbeing support, communicating your organisation’s approach to wellbeing could be a critical talent attraction tool. However, only 33% of employers say that their hiring manager currently discusses their organisation’s wellbeing commitments during recruitment stages. 

Wellbeing is a business imperative 

Attracting and retaining talent is just reason to embed positive employee wellbeing, and the broader boons are widely recognised by staff and bosses alike. A resounding 96% of employees, and 95% of employers, agree that positive wellbeing is crucial to organisational success.

Investing in employee wellbeing could be one of the greatest investments leaders make, and it’s a booming market: an estimated $61.2 billion (€54.7 billion) was spent by organisations on wellness interventions in 2021, and forecasted to reach $94.6 billion (€85 billion) by 2026.

And when looking at the negative impacts of poor employee wellbeing, it’s easy to understand this surge in investment. Over half (51%) of professionals have observed a decline in morale due to poor wellbeing, while 40% cite increased absenteeism and 38% report higher staff turnover. These are not abstract risks – they directly affect business performance and continuity. In fact, IBEC estimates that poor mental health alone, just one aspect of wellbeing, can cost organisations up to €2,000 per employee each year. 

Wellbeing initiatives may not be fit for purpose 

Understanding what works best for your workforce – and knowing the areas they require the most support in – is crucial when developing tailored, impactful wellbeing strategies. But there’s a disconnect between what employers offer and what employees value. While 61% of employers invest in flexible working, and 53% in ergonomic workspaces, employees are more interested in access to health services (40%) and mental health days (38%). Only 24% of employees see social events as a valuable wellbeing investment, despite 48% of employers prioritising them. 

A lack of benchmarking could be the core culprit in this mismatch; 61% of employers currently don’t measure employee wellbeing, while three-quarters (75%) say they don’t measure the effectiveness of their wellbeing initiatives. Moreover, nearly half of employees (49%) say their organisation doesn’t ask for feedback on its approach to wellbeing. 

Take a strategic approach to employee wellbeing 

To truly embed positive employee wellbeing strategies, and reap the ROI rewards, organisations must move beyond surface-level initiatives: 

1. Understand your workforce: Only 40% of employers currently measure employee wellbeing, but without data, it’s impossible to create tailored wellbeing strategies that will resonate and drive engagement. Whether its employee feedback surveys or analysing key metrics, be sure to gain insights into key wellbeing aspects – such as mental, physical, social and financial – for a more accurate picture of where your people require the most support. And when you take this holistic view, you may start to see an interconnection between different wellbeing issues, and how best to keep the “four walls” in balance. 

2. Provide wellbeing resources: Once you know the areas of wellbeing your people need support with, you can start implementing impactful strategies, such as Employee Assistance Programs (EAPs) or mental health apps. Consider partnering with wellbeing platforms, like Hays have done with Sonder, for mental and physical health support. Offering financial wellbeing support can be equally welcome amid continued cost-of-living concerns, which is why we provide financial education via our partners at FinWell. 

3. Offer flexibility: Giving staff more control over where and how they work can reduce stress, improve work-life balance, and possibly help alleviate some financial concerns amid a cost-of-living crisis. Four-in-five (85%) professionals say that hybrid working has positively impacted their wellbeing, while return-to-office (RTO) mandates are only causing anxiety, with 42% of professionals reporting that RTO news has negatively affected their wellbeing. 

4. Communicate your wellbeing support: With nearly half of professionals leaving roles due to poor wellbeing, it’s essential that wellbeing support is front and centre of your EVP – especially given Ireland’s strong standards of workplace wellbeing. Employers should clearly communicate their wellbeing initiatives to their workforce, and demonstrate wellbeing commitments across recruitment stages to stay competitive when hiring. 

The bottom line 

There’s been an indelible shift in attitudes towards workplace wellbeing, with a heightened awareness of its importance by both professionals and employers. Organisations that fail to meet these new expectations, and provide the right measures, risk losing their most valuable asset: people.

But those that invest in meaningful, measurable, and inclusive wellbeing strategies will not only attract and retain top talent – they’ll build a resilient workforce and a more balanced business. The question isn’t whether you can afford to invest in wellbeing – it’s whether you can afford not to. 

For more employee wellbeing insights and recommendations, be sure to read the full findings from our Working Well Report by accessing it here.