Supporting staff wellbeing – without breaking budget  

Employee wellbeing has become a boardroom priority – and for good reason. Based on insights from over 600 professionals and employers across Ireland, our Hays Ireland 2025 Working Well Report reveals that 95% of employers agree that positive wellbeing is crucial to organisational success.  

Moreover, our research shows that 54% of professionals in Ireland often feel stressed at work, and nearly half (49%) have left a job due to inadequate wellbeing support – with a further 31% considering it. And yet, many organisations are still reluctant to invest in wellbeing initiatives, with over a third (34%) citing limited resources as a major challenge.  

There’s a conception that meaningful wellbeing initiatives require deep pockets, large HR teams, and lavish perks. The truth? Wellbeing isn’t about luxury gym memberships or costly corporate retreats. It’s about creating a culture where employees feel supported, valued, and empowered to thrive. And that doesn’t have to cost the earth. 

Does wellbeing support really require big budgets? 

The costs of being an employer are only increasing. SMEs will be paying particular attention to the PRSI contribution increase arriving in October, along with the introduction of auto-enrolment pensions early next year – both of which will require additional budgeting and administrative burden. It’s understandable then why wellbeing may not be an immediate investment priority, but embedding positive wellbeing may have less to do with budgets, and more to do with intent. 

Many organisations assume that improving wellbeing means investing in costly perks or hiring dedicated wellbeing officers. However, while these can help, they’re not the foundation of a healthy workplace. Our research highlights that what employees value most are practical, cultural changes that could cost little, but deliver lasting impact. 

Here are some key strategies that can support positive employee wellbeing without breaking the bank: 

1. Get the low-down on your workforce’s wellbeing 

Sometimes, the best wellbeing strategy is simply listening. However, only 40% of employers currently measure employee wellbeing, and without data, it’s impossible to design wellbeing strategies that truly resonate.  

Fortunately, capturing your employees’ wellbeing needn’t involve costly software licences or labour-intensive internal campaigns. Free or low-cost tools like Google Forms (or Microsoft Forms) can help you run anonymous surveys to capture insights into mental, physical, social, and financial wellbeing. You can also make use of existing data – such as absenteeism rates, engagement scores, and exit interviews – to identify trends without additional spend. And for a more personal touch, consider voluntary peer-led focus groups, which can surface valuable insights at virtually no cost. 

2. Offer greater career development  

Our research shows that a lack of career progression is a major concern for employees, with 40% citing it as a key factor negatively impacting their wellbeing. Mention career development, though, and some employers will immediately start calculating the cost of an MBA, or wondering if they need to create a new job title on the spot. But the reality can be far simpler (and cheaper). 

For example, job shadowing opportunities, mentoring relationships, or internal knowledge-sharing sessions can all help employees learn and grow. Moreover, encouraging individuals to set personal development goals can equally foster a sense of progress and purpose. These initiatives often require little more than time and planning, yet could significantly boost your employees’ sense of worth – and the value they bring to the business. 

3. Stay open to flexible working 

Despite the trend to bring staff back into the office, our research indicates that flexible working options remain a key driver for positive employee wellbeing. According to our surveyed professionals, 85% say that the option of hybrid working has had a positive impact on their wellbeing.  

Flexible work arrangements are one of the most effective ways to support employee wellbeing, and for certain demographics and groups with protected characteristics, the positive impact of flexible working options could be amplified. Even small adjustments, like flexible start times, can make a difference for your people. 

4. Set boundaries and respect personal time 

While flexible working can undoubtedly promote better wellbeing, it can potentially blur the boundaries between work and home life. In fact, 88% of professionals say they have worked outside of contracted hours to some degree, with half believing they do so frequently. 

Encouraging employees to disconnect after hours is a simple yet powerful step towards more positive wellbeing. Leaders should set the example, avoiding the temptation to send non-urgent emails outside working hours, and encouraging staff to discuss and explore their hobbies and interests outside of work. 

Ready to make wellbeing work? 

Wellbeing isn’t about big budgets – it’s about big commitment. By understanding your workforce, leveraging existing resources, and embracing flexibility, organisations – regardless of their size and budget – can create a culture of positive wellbeing.  

The return? Higher engagement, stronger retention, and a workforce that feels valued and supported. Sometimes, the smartest investment you can make is simply listening and acting with purpose. 

Download the full Hays Ireland Working Well Report here for practical insights and strategies to support your workforce.