Employers urged to strengthen health and wellbeing support as winter pressures rise 

With sick days at a record high and 75 per cent of midlife workers worried about their health, employers must take a more active role in supporting staff wellbeing, says Dr Reem Hasan, Chief Medical Officer at Vista Health. 

As winter approaches – a period when stress, illness and fatigue typically increase – Hasan, who is also an NHS GP, says organisations need to prioritise health, not just as a duty of care but as a strategic business investment. Strong wellbeing support, she says, boosts performance, retention and resilience. 

Hasan sets out seven areas where employers can make a measurable difference. These include flexibility and trust,as allowing staff to adjust their hours or work remotely helps them balance personal and professional responsibilities, easing pressure and reducing the risk of burnout. 

She also warns against presenteeism – employees working while unwell – which reduces performance and can extend recovery time. Leaders should model healthy behaviour by resting when needed and reinforcing that taking time to recover is encouraged. 

Simple steps, such as offering healthier food options, encouraging movement breaks and providing access to health assessments or rapid routes to care, support everyday physical health. Hasan says wellbeing must be a year-round priority, with employers reviewing their initiatives regularly to reflect changing needs, including menopause support and seasonal pressures, such as winter fatigue. 

Psychological safety is important too. Normalising conversations about mental health, providing trained mental health first aiders and scheduling regular check-ins help people feel supported and more likely to seek help early. 

Employers should also ensure staff know where to find external support. Signposting to NHS self-referral routes and occupational health advice ensures early intervention for issues like back pain, stress or exhaustion. 

Finally, Hasan says wellbeing works best when designed with staff input. Asking employees what they need, reviewing current provisions and adapting support helps build trust and ensures initiatives remain effective. 

“When employers embed wellbeing into the culture of their organisation, it benefits everyone and leads tohealthier staff, stronger teams and a more resilient business,” she says. 

Hasan also offers practical guidance to help staff stay active during the working day. Even short “exercise snacks”, such as stretching, climbing stairs or standing during virtual meetings, can counteract long periods of sitting and improve focus. 

She recommends redesigning meetings to allow movement, such as scheduling 25- or 55-minute sessions rather than full hours. Protecting lunch breaks, avoiding back-to-back meetings and enabling flexible schedules support physical and mental health, particularly in the winter months. 

Quiet rooms, wellness spaces or areas to rest can reduce burnout and improve morale. Hasan says employers can look to global best practice, including guidance from the WHO and World Economic Forum, to develop long-term frameworks that prioritise health and sustainability. 

A holistic approach to wellbeing, she says, supports both individual health and organisational performance. Embedding movement, rest and flexibility into the rhythm of the working day helps staff thrive and strengthens long-term business resilience.