In modern workplaces, employee health and wellbeing initiatives have become drivers of productivity, job satisfaction and retention. While many employees understand the importance of prioritising health, attitudes toward occupational health can often be inconsistent. Some neglect their health or take it for granted, potentially leading to problems later down the line. Improving employees’ attitudes toward workplace health requires a combination of proactivity, education and cultural change.

Changing perceptions

Employees might not fully grasp how their lifestyle choices can impact their health and productivity over time. To address this, employers can invest in health education programs. These programs include seminars on nutrition, exercise, stress management and mental health, helping workers understand the connection between personal health and workplace performance. Additionally, companies can provide access to online resources that give expert advice on maintaining physical and mental wellbeing.

Leading by example

Employees are more likely to adopt healthy habits if they see their managers and leaders setting a positive example. Managers can promote a healthy workplace culture by incorporating wellness initiatives into their daily routines. For example, leaders can participate in fitness challenges, promote walking meetings or encourage open conversations about mental health. When leaders show that they genuinely care about their health, it encourages employees to adopt similar attitudes

Inclusive wellness programmes

A supportive wellness program can be instrumental in shifting employees’ attitudes toward health. Rather than merely offering isolated health benefits, employers should create a comprehensive wellness program that supports various aspects of employee health, including physical, mental and emotional wellbeing. This can include:

• Onsite fitness facilities or gym memberships.
• Flexible work hours or remote work options to reduce stress and improve work-life balance.
• Access to mental health resources such as counselling services or stress management programs.
• Healthy food options in the workplace, such as providing fresh fruit or healthier snacks in break rooms.

The key is to make health and wellness accessible, inclusive and easy to incorporate into daily routines. When employees feel supported by their employer in making healthy choices, they are more likely to engage with these resources and improve their attitude toward health in the workplace.

Social support and peer engagement

Employees are more likely to adopt healthy behaviours when they feel encouraged and supported by their peers. Creating a community-oriented approach to health can make wellness feel less like an individual responsibility and more like a shared goal. Employers can organise group wellness activities, such as team sports, fitness challenges or group walks. These activities not only promote physical health but also help create a sense of camaraderie and teamwork among employees.

Rewarding healthy behaviour

Positive reinforcement is a powerful tool for motivating employees to prioritise their health. Recognising and rewarding employees who try to improve their health can reinforce healthy behaviours and set an example for others. Employers can offer incentives, such as discounts on health insurance, additional vacation days or prizes for participation in wellness challenges. By celebrating employees’ efforts, employers create a culture where healthy habits are valued and individuals feel appreciated for taking care of themselves.

Mental health and stress management

While physical health is often the primary focus of workplace wellness programs, mental health is equally important. Stress and mental health issues can significantly impact job performance, leading to burnout, absenteeism and reduced productivity. Employers should integrate mental health support into their wellness programs by offering resources such as:

• Employee Assistance Programs (EAPs) for counselling and mental health support.
• Stress management workshops and mindfulness training.
• Training for managers to help them recognise the signs of stress and burnout in their team members.

Final thoughts

When employees are informed about the risks of unhealthy habits and the benefits of a healthier lifestyle, they are more likely to make better choices that support their health. Knowledge empowers employees, making them feel responsible for their health and wellness both inside and outside of the workplace. By building an environment where health is prioritised and supported, employees are more likely to view their workplace as a space that cares about their overall wellbeing.