The Power of a Strong Wellbeing Strategy in the Public Sector

How to create a magnetic wellbeing strategy that attracts public sector talent—and makes them want to stay on board  

Right now, the public sector is feeling the squeeze. High levels of turnover, sick days and burnout are hitting hard, leaving teams stretched thin and productivity stalling.   

In fact, public sector workers are three times more likely to take mental health sick days than those in the private sector. Throw in tight budgets and financial pressures from years of pay drops, and it’s no wonder that attracting and retaining talent has become a struggle.   

But it’s not all doom and gloom, because a solid wellbeing strategy can turn things around. By tackling issues proactively before they snowball, public sector leaders like you can boost attraction and create a workplace where people want to stick around.  

Want to learn how to make this happen? Let’s dive in.  

A wellbeing strategy that works for you  

When it comes to wellbeing, a one-size-fits-all strategy just won’t cut it—especially in the private sector. To truly support your people, you need a strategy that is tailored to your organisation’s unique challenges and culture.  

Start by understanding what your workforce really needs. Anonymous surveys, informal talk sessions, manager check-ins and exit interviews can uncover valuable insights—but there’s a catch. If your culture doesn't encourage open and honest communication, you'll struggle to get real answers from your team. A workplace where employees feel safe to speak up and reach out is essential for creating a strategy that works for everyone.  

Don't forget to consider your work model. Desk-based teams face different challenges than frontline staff, and a solid strategy should take these differences into account. After all, what works for one group might completely miss the mark for another.  

Finally, it's a good idea to align your wellbeing strategy to your organisation’s goals, values and commitments. This takes your strategy from being a simple tick-box exercise to an integrated part of your workplace culture. Plus, it helps to give a clear vision of what success looks like for your team.  

The four pillars of wellbeing 

We often think wellbeing is all about mental health—and while mental health is hugely important, it's only one part of the bigger picture.  

A great wellbeing strategy needs to cover all four pillars of wellbeing: mental, physical, financial and community. Together, these pillars create a well-rounded, holistic approach that supports your people through life's ups and downs—from financial curveballs to tough personal times.  

Let's break it down:  

Mental wellbeing means creating a culture where people feel safe, supported and able to ask for help when they need it 

Physical wellbeing is about creating healthy habits, maintaining fitness and having access to support for illness or injuries 

Financial wellbeing comes from access to educational tools and resources to ease the pressure of financial challenges or shocks 

Community wellbeing makes people feel valued, like they belong, and aware of how they contribute to your organisation’s success 

By focusing on these four pillars, you can create a wellbeing strategy that truly makes a difference and supports your people in all areas of their life—no matter what's thrown at them.  

A two-pronged approach  

The best wellbeing strategies mix internal and external support to build trust and ensure accessibility—especially for public sector workers juggling unique pressures and demanding schedules.  

Internal initiatives like mental health first aiders, wellbeing champions and resilience workshops can create a culture of openness and show employees that support is on hand.  

External options, like an Employee Assistance Programme, offer 24/7 expert help—ideal for round-the-clock roles. These services provide a blend of in-the-moment support during challenges and preventative care across the four pillars of wellbeing.  

Dedicated wellbeing support can be the cornerstone of a whole-health employee value proposition. It's cost effective, impactful, and with the right benefits added on, tailored to meet your team’s specific needs.  

What benefits could make the biggest difference?  

• A Cycle to Work or Gym Membership benefit can support physical wellbeing  

• Salary sacrifice solutions like Home and Electronics can support financial wellbeing by empowering staff to spread the cost on thousands of essential items  

• Recognition and reward solutions like highfive can boost workplace culture and contribute to positive community wellbeing  

Integration is key  

Now that you've got your plan in place, it's time to bring your wellbeing strategy to life. The secret is keeping employees involved every step of the way.  

Leadership sets the tone, so start from the top. Managers need to feel confident directing their teams to the support available and keeping wellbeing conversations going. When leaders model this openness and compassion, it can help to build a culture where employees feel safe reaching out.  

A culture like this means employees can share challenges early, enabling you to step in with the right support before issues lead to absence or turnover—two big challenges for the public sector.  

And don't stop spreading the word. From onboarding to regular reminders, make sure your team always knows where to access support. It's about making wellbeing a core part of everyday life at work.  

Is your strategy set for long-term success?  

Putting a wellbeing strategy in place is just the start—you also need to track its impact. You can do this by using your initial research as a baseline. So, if absenteeism was a concern, see if rates have improved now that your strategy is up and running.   

It's also important to keep the feedback flowing. Regular surveys and check-ins help you spot new challenges and ensure your strategy stays relevant. After all, wellbeing needs evolve—and your approach should too. 

Don't forget external factors like rising living costs. This can hit your people hard, so make sure your strategy can flex to meet these shifts.  

What matters most is to measure, adapt and grow—that's how you ensure your strategy keeps making a real impact.  

Boost morale – beat public sector challenges  

A strong wellbeing strategy isn't just nice to have—it's your secret weapon for tackling low morale, boosting productivity and facing sector-specific challenges head-on.  

By blending tailored support with a whole-health approach, you can retain a happier, more engaged workforce—even on a tight budget.   

If you’re ready to feel the benefits of a solid wellbeing strategy in your public sector organisation, book a demo with the team today.  

Terms & Conditions

Cycle to Work: Your organisation is a broker and not a lessor. SME HCI Ltd (trading as Vivup), 5 Margaret Road, Romford, RM2 5SH, is authorised and regulated by the Financial Conduct Authority (Ref 626422). UK Only, 18+, subject to status, terms apply. Up to 42% savings: Figures shown are a guide only and dependent on your own personal situation. Excludes End of Agreement fee (if applicable). Bikes available may be subject to your organisation scheme limit.

Gym Scheme: Savings are offered at variable rates please refer to Gymflex for further details https://www.gymflex.co.uk/index.php 

Home & Electronics: Goods will be ordered from the supplier when your order has been authorised by your employer and are subject to availability. If the goods are either not available or your employer is not able to authorise the order, Vivup will contact you to discuss alternatives. 

Vivup highfive: Rewards provided as gift cards to employees through this scheme are subject to HMRC Employee incentive award rules on Income tax and NIC, and subject to change. Rewards cannot be exchanged or re-sold.