Why Wellbeing

Facts about low wellbeing and organisational performance

Higher absenteeism and longer time-off

Mental-health claims are associated with far longer median time-off (weeks) vs other claims — this directly hits operations and costs. Safe Work Australia

Burnout and presenteeism reduce productivity

66% burnout + high stress frequency (Employment Hero) implies rising presenteeism and lower output per person — Intellect and other providers quantify ROI from interventions (examples of large reductions in absenteeism/presenteeism and fast ROI). Employment Hero+1

Talent risk & turnover

Surveys repeatedly show younger workers and groups at high risk of poor mental health — higher turnover risk and recruitment cost if companies don’t address underlying work design and management issues

Key, evidence-backed takeaways of investing in staff wellbeing (2024–2025)

Investing in wellbeing

Investing in wellbeing is linked to better business outcomes (productivity, retention, lower costs) — major Australian surveys and benchmarks explicitly make the business-case and call for organisations to measure ROI and target investment where it delivers outcomes. Gallagher+1

Example ROI / short-term impact

An Intellect case cited a 14× return on investment within 6 weeks via reduced absenteeism and presenteeism (their 2025 benchmark materials). This is a practical example showing wellbeing programs can quickly impact attendance/productivity metrics in some interventions. intellect.co

Wellbeing drives retention and resignation risk

Gallagher’s 2024 Workplace Wellbeing Index (2,499 respondents, Australia) found 53% of employees reported high workplace wellbeing in 2024, but 10% have resigned because of lack of wellbeing — tying wellbeing directly to turnover risk (and therefore hiring/replacement costs). The report recommends linking wellbeing investment to measurable performance metrics. Gallagher
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