Support Employee Well-Being in 2026
For employers, a new year often brings a fresh look at goals, priorities and opportunities for positive change. January is also a natural time to ask the important question, “How can we better support the well-being of our employees in the year ahead?”
As 2026 gets underway, this question is more relevant than ever as employee well-being rises to the top of workplace priorities across industries. Research shows more than nine in 10 employers plan to maintain or expand their well-being programs, even amid cost pressures, because of the connection to workforce stability and performance.
Public health leaders reinforce this focus. The U.S. Surgeon General emphasizes that workplace well-being plays a critical role in reducing stress, burnout and long-term health risks. And, the Centers for Disease Control and Prevention notes that supportive workplace policies can improve employee health outcomes while also reducing absenteeism and chronic stress.
For employers, this means well-being strategies need to extend beyond preventive care and annual checkups. A holistic approach acknowledges that physical health, mental health, financial stability and work-life balance are deeply connected, and that supporting one often strengthens the others.
As a New Year’s resolution, well-being doesn’t have to be complicated. Small, intentional steps can make a meaningful difference:
Encourage everyday healthy habits
Promoting movement breaks, hydration, ergonomic awareness and preventive care helps employees feel supported during the workday, especially for those in sedentary or high-stress roles.
Normalize mental health support
Open communication about mental health resources, including Employee Assistance Programs, reduces stigma and encourages employees to seek help when they need it. Early access to mental health support can reduce long-term health and productivity impacts.
Use benefits as a tool, not just a plan
Employees are more likely to use benefits when they understand them. Clear communication around preventive services, wellness resources and behavioral health support can increase awareness and utilization throughout the year.
Support balance and flexibility, where possible
Flexibility, when feasible, can improve job satisfaction and reduce burnout. Even small adjustments, such as alternate work schedules or predictable time off, can contribute to a person’s sense of well-being.
Make well-being a shared effort
Well-being initiatives are most effective when leadership models healthy behaviors and encourages participation without pressure. Team challenges, educational sessions or wellness reminders can help build momentum in a positive way.
Ultimately, supporting employee well-being is not about a single program or initiative. It’s about creating an environment where employees feel valued, supported and equipped to stay healthy. As 2026 gets underway, employers who treat well-being as a year-round commitment are better positioned to navigate change, manage costs and support a resilient workforce.
Pacific Federal is a Zenith American company and subsidiary of Harbour Benefit Holdings, Inc.
