Here are few points to consider, ensuring you implement a smarter wellbeing strategy in 2026:

Start with data that matters 

Before solution mode, get a clear picture of current needs and impact.

• Employee voice: Survey results, pulse checks, and focus groups.
  
• Example: staff may know mental health support exists but feel unclear which option to choose—or they may ask for nutrition advice that already sits within an existing benefit.
  
• Workforce metrics: Absence data and return‑to‑work interviews, labour turnover and exit interviews, demographic insights (location, role type, shift patterns).
  
• Utilisation & claims: EAP contacts (aggregate themes), virtual GP usage, physio uptake, Medical & Protection insurance claims trends, and adoption of any embedded wellbeing features.
  
• Manager insights: What line managers see day‑to‑day (workload spikes, role design, team dynamics).

Review what you already have 

Most organisations own more wellbeing value than they’re using. Does any of the below sound familiar?

• Employee benefits: Private Medical Insurance, Employee Assistance Programmes, group income protection, group life—plus embedded services like virtual GP, mental health pathways, remote physiotherapy, cancer support, financial wellbeing tools.
• Directly purchased solutions: Apps, coaching, training licences that may still be active.
• Partnerships: Charities, local community organisations, and supplier networks that can support a holistic approach.

A strong strategy isn’t about chasing the latest trend; it’s about making existing support easy to find, easy to use, and clearly differentiated.

Map against a holistic framework

Use the CIPD’s seven domains to identify strengths and gaps:

• Health
• Good work
• Values and principles
• Collective/social wellbeing
• Personal growth
• Lifestyle choices
• Financial wellbeing

Mapping current provision to these pillars often reveals duplication (e.g., multiple virtual GP or EAP routes) and highlights where clarity and communication will have the biggest impact.

Focus where you can influence

Distinguish between what HR can directly change and what HR can enable.

• Direct levers: Policy clarity (e.g., reasonable adjustments for menopause), job design, workload planning, flexible working, environment (canteen facilities, quiet spaces).
• Enablement: Signposting, pathways, and making “how to access” unmissable across channels.

Build the team that makes it happen

Sustainable engagement needs visible leadership and local champions.

• Senior sponsorship: Budget approval and a clear message that wellbeing is core to business performance.
• Line managers: Briefed and equipped to guide teams—especially when policies change.
• Wellbeing champions/ERGs: Credible voices to disseminate information, answer questions, and keep momentum alive month‑by‑month (updates, toolkits, lunch‑and‑learns).

One step at a time: build momentum

Don’t try to do everything at once. Balance quick wins with longer‑term changes.

• Quick wins: Refresh comms and signposting, simplify access routes, manager FAQ packs, short awareness campaigns.
• Longer projects: New provider onboarding, policy redesign, manager capability programmes, systemic workload changes.

Align launches to relevant calendar moments (e.g., Financial Wellbeing Month, Menopause Awareness Day, company milestones). Plan pre‑launch, launch, and post‑launch communications across multiple channels: intranet, email, manager cascades, town halls, posters/QR codes, and short videos.

Measure what matters

Set simple, meaningful metrics and close the loop:

• Awareness & reach: % who know what’s available and how to access it.
• Engagement: Utilisation rates, attendance, repeat use, pathway completion.
• Outcomes: Absence trends (especially mental health/MSK), time‑to‑support, employee sentiment, manager confidence.
• Equity: Uptake by location, role, shift, demographic.

Practical next steps (checklist)

• Data sweep: Pull the last 12 months of absence, utilisation, claims themes, survey insights.
• Benefits inventory: Catalogue every wellbeing feature, access route, and eligibility in one page.
• Gap map: Plot offerings against the CIPD domains; flag duplication and gaps.
• Quick wins plan: Simplify pathways and comms; brief managers; activate champions.
• Roadmap: Sequence longer‑term changes; align to calendar moments; define measurement.
• Governance: Name your sponsor, delivery lead, and champion network; agree monthly cadence.

We understand this can feel like a lot at first, but take that initial step, keep the momentum going, and revisit after the inevitable other priorities come your way. At Incorporate Benefits, we partner with our clients to provide expert insight and help maintain progress—ensuring meaningful change through innovative employee benefits design is realised.