Employee Wellbeing
Employee wellbeing refers to the physical, mental, and emotional health of employees in the workplace. It goes beyond just preventing illness; it involves creating a positive work environment where employees feel supported, valued, and able to maintain a healthy work-life balance. Focusing on well-being leads to higher productivity, lower absenteeism, and a more engaged workforce.
Our Expertise
At Albany HR we believe employee well-being is an important factor in a company’s success. Employee well-being includes a wide range of factors such as mental health support, physical wellness programs, financial information and support, work-life balance initiatives, and fostering a positive workplace culture. It also involves well-designed jobs, policies and practices that promote health, reduce stress, and provide employees with the resources they need to thrive both inside and outside of work.
How We Help
Developing Wellbeing Policies and Procedures
Training for Managers and Employees
Workshops and Wellbeing Initiatives
Benefits of Employee Wellbeing Programs
Our Services
HR Packages
When you choose a HR package, our HR Consultants become your trusted partner delivering ongoing support. Our first step is to conduct an HR audit. We then work with you to create a future-thinking people plan. Your policies and procedures are fine-tuned, and we work collaboratively and proactively on your people plan throughout the year.
HR Project Support
Sometimes you reach a change point, or your existing HR structures are at their limits, and you would like targeted support where and when you need it. We help you deal with complex, and often time-consuming, people challenges, allowing you to focus on what your business needs to grow and what you need for peace of mind.
HR Document Support
Your policies, employment contracts, and employee handbook are essential to help your employees understand who you are and set the right expectations. Whether you’re a start-up, a growing business, or your documents need a refresh, we supply easy-to-understand documents that engage your employees, reflect your values and ensure you’re legally compliant.
“Albany HR provided invaluable external support to our school across a range of case management areas and departments, as well as in the development of HR policies, processes, and guidelines. Kathleen and Jen were a fantastic team to work with—approachable, professional, and quick to grasp our specific requirements and the context of the cases they assisted us with. Their expertise and understanding made a significant difference, and I would not hesitate to work with Albany HR again. I highly recommend them.”
FAQs
How does employee well-being impact productivity and overall company performance? 
Employee well-being directly influences productivity, as healthier, more engaged employees tend to perform better and take fewer sick days. When well-being is prioritised, businesses see improvements in morale, innovation, and overall performance, contributing to long-term success.
What role does mental health play in employee well-being, and how can companies support it?
Mental health is a critical aspect of employee well-being, affecting focus, motivation, and workplace relationships. Companies can support mental health by offering access to counselling services, promoting awareness through mental health initiatives, training line managers to recognise stress and other mental health conditions, and fostering an open, supportive culture where employees feel safe discussing issues.
How can organisations promote a healthy work-life balance for their employees?
Organisations can encourage work-life balance by offering flexible working hours, remote working options, and clear boundaries around working hours. Providing opportunities for leave and supporting family-friendly policies also contribute to a healthier balance. A 4-day week is being found to work in some sectors.
What are some common signs that an employee’s well-being may be declining, and how can managers respond?
Signs of declining well-being include increased absenteeism, decreased productivity, and noticeable changes in behaviour or mood. Managers can respond by having open, supportive conversations with the employee, offering access to mental health resources, and ensuring workloads are manageable, jobs are well designed.
