In today’s workplace, wellbeing is no longer a “nice-to-have”, it’s a strategic imperative. As organisations grapple with rising absence rates, retention challenges, and cultural shifts, the question is no longer should we invest in wellbeing, but how soon can we start?
At The Focus Group, we believe that proactive wellbeing isn’t just compassionate, it’s commercially smart. When done right, it delivers measurable returns in reduced absence, improved retention, and stronger organisational culture. Let’s explore the evidence.
The Cost of Doing Nothing
Poor mental health is costing UK employers up to £56 billion annually, with presenteeism (employees working while unwell) accounting for the largest share. In 2024 alone, 148.9 million working days were lost due to sickness or injury, with mental health conditions like stress, anxiety and depression leading the charge. (deloitte.com, wellbeingpeople.com)
The average UK employee now loses 9.4 days per year to sickness absence — a record high. And for every employee who leaves due to burnout or poor wellbeing, organisations face replacement costs of six to nine months’ salary. (willerbyhill.co.uk, wellbeingpeople.com)
The ROI of Proactive Wellbeing
The good news? Investing in wellbeing pays back, often multiple times over.
- £5 return for every £1 invested: Deloitte’s landmark report found that employers see an average ROI of £5 for every £1 spent on mental health support, with some initiatives delivering up to £11. (wellbeingpeople.com)
- 20% productivity boost: Healthier employees are more focused, engaged, and resilient. Studies show that wellbeing initiatives can increase productivity by up to 20%. (wellbeingpeople.com)
- Retention uplift: Companies that prioritise wellbeing retain 11% more staff and see a 20% increase in employee engagement. (pmac.uk)
Real-World Examples: What ROI Looks Like in Practice
1. Leek United Building Society
Faced with rising absence and disengagement, Leek United repositioned wellbeing as a strategic priority. By embedding HR at the executive level and launching targeted wellbeing initiatives, they saw:
- Reduced sickness absence
- Improved morale and engagement
- Stronger retention across key roles (cipd.org)
2. Scottish Council for Voluntary Organisations (SCVO)
SCVO implemented a wellbeing-first culture during the pandemic, including flexible working, mental health support, and leadership training. The result? A more resilient workforce and improved staff retention. (cipd.org)
3. Legal and Commercial Sector Insights
From Hugh Rice to Child Dynamix, organisations in high-pressure environments are seeing the value of fast-access counselling and manager mentoring. These interventions reduce burnout, improve confidence, and help shift cultures from reactive to proactive, especially in male-dominated or shift-based teams (as outlined in your strategic offer).
Why Speed and Strategy Matter
One of the most overlooked ROI drivers is speed of access. When employees wait weeks for support, issues escalate. Focus Counselling’s model, offering access to counselling within a few days, directly addresses this gap. It’s not just fast; it’s strategic.
Equally important is manager confidence. Mentoring, toolkits, and supervision groups empower leaders to support their teams effectively, reducing the emotional load and preventing crisis escalation.
Building a Resilient Culture: From Reactive to Proactive
The most successful organisations don’t just offer wellbeing services, they embed wellbeing into their culture. This means:
- Auditing current provision
- Designing frameworks aligned to workforce needs
- Equipping internal champions (HR, MHFA leads, safeguarding teams)
- Measuring impact through absence rates, engagement scores, and retention metrics
At Focus, we’re not just expanding, we’re evolving. With tailored frameworks, mentoring, and sector-specific workshops, we’re stepping into a role that goes beyond service delivery. We’re becoming a strategic ally for organisations ready to grow.
Final Thoughts
The ROI of proactive wellbeing is clear. It’s not just about reducing absence or retaining staff, it’s about building workplaces where people thrive. And when people thrive, so do organisations.
If you’re ready to move from reactive support to strategic wellbeing, now is the time to act. Because every day you wait, the cost of doing nothing grows.
