Wellbeing: Employees expect more commitment from Swiss employers

Swiss companies are placing increasing importance on the physical and mental well-being of their employees. This is confirmed by the latest "Wellbeing Diagnostic" survey conducted by the global consulting firm WTW. However, the results show a clear gap between the focus of employer programs and the actual needs of employees.

In recent years, more and more employees have been affected by mental stress, and around a quarter of the workforce is in poor physical condition. Against this backdrop, Swiss employers are focusing on the mental (68%) and physical (41%) well-being of their employees. However, the survey concludes that the main concern of employees is to support their financial wellbeing (59%) - an area that is hardly a focus for employers (17%). 

Although Swiss employers offer basic benefits such as life and disability insurance or occupational pensions, there is often a lack of tailored offers for financial education or support with financial decisions. This is particularly true in areas such as spending, borrowing and saving, where employees increasingly need guidance.

Physical and mental well-being as a central component of the human capital strategy

Almost half of employees (49%) state that they have moderate or severe problems in at least two areas of their wellbeing. Poor wellbeing in just one area can lead to higher absenteeism, presenteeism, burnout or reduced motivation to work. The study shows that almost half of the employees (48%) suffer from above-average levels of stress, while 31% report symptoms of anxiety or depression.

Reto Ebnöther, Head of Health & Benefits at WTW Switzerland, says: "Increasing mental health problems have brought employee wellbeing into the focus of employers in recent years. Companies have focused intensively on physical and mental wellbeing and made it a central part of their human capital strategy. These investments have increased employee awareness of these initiatives."

He adds: "Companies that are particularly effective in terms of wellbeing often report positive business outcomes, including improved financial performance and lower employee turnover. Despite this, there is a gap between the areas employers are investing in and the needs expressed by employees."

Need for optimization on the part of employers

Employee perceptions of the effectiveness of employer programs to promote healthier lifestyles have improved slightly overall since the pandemic - from 25% in 2022 to 32% currently. Nevertheless, significant differences between employers' and employees' perceptions are evident. While 61% of employers believe that their programs make an important contribution to employee health, only 40% of employees agree. This raises the question of how companies can optimize their support to better meet the needs of employees.

Nevertheless, many employers are setting ambitious goals: 48% plan to make employee wellbeing a central part of their HR strategy over the next three years - compared to only 23% today. In addition, almost half of employers (49%) plan to increase communication about their programs and link wellbeing to company culture (73%) to raise standards of health and wellbeing. 

The right priorities and the way wellbeing initiatives are implemented are crucial

Gaby Joyner, Head of Employee Experience Europe at WTW, says: "The success of wellbeing initiatives depends not only on the content of the programs, but also on the way they are implemented. Communication, accessibility and a connected corporate culture based on the values of the company and its employees are key to improving the employee experience in the area of wellbeing." 

She concludes: "It is important that employers set the right priorities to support the diverse needs of their workforce and create a supportive environment that actively promotes the services on offer."

Source: www.wtwco.com