Wellbeing Washing: Definition, Signs and How to Stop it

We talk so much about wellbeing in the workplace that you'd think everyone would be well enough.

But talk is cheap, and many organizations are more guilty of wellbeing than support.

Globally, the corporate wellness market is expected to exceed $100 billion by 2033 as more employers realize that supporting their employees will improve retention, attract top talent, and boost productivity. From yoga classes at lunch to gym memberships at work, these perks seem like signs of a great workplace wellness program, don't they?

Well… not always.

Wellbeing washing—when companies and their leaders champion mental and physical health but fail to implement genuine support for their people—is a growing concern.

Even the government has started exploring legislation to address this issue. Specific regulations may vary by location; for example, the California Consumer Privacy Act (CCPA) includes provisions related to employee data privacy, which can indirectly impact workplace well-being initiatives by promoting transparency and trust between employers and employees.

While many companies mark mental health awareness, the follow-through often falls short. Only 36% of employers provide the necessary support beyond awareness campaigns.

Even more concerning, a study by the American Psychological Association revealed that just 12% of companies have staff trained in mental health, and employers rate employee mental health 22% more favorably than the employees themselves do.

So, do all these wellness initiatives truly support workers' health? Or are they just a façade? Let's examine the signs of wellbeing washing and what businesses can do to ensure their wellbeing efforts are more than just a buzzword.

What is Wellbeing Washing?

Wellbeing washing refers to the superficial gestures organizations make to appear committed to employee wellness without substantial actions.

In simple terms, it is when a company is more focused on appearing to care about wellbeing than taking care of their employees for real. It's the instance of making promising statements but not doing any follow-up on those with tangible incentives that make a difference.

The goal is to appear progressive or caring without making the necessary, deeper investments in employee health, mental wellbeing, and social support. The biggest red flag is when these programs are more about boosting the company's image than improving the lives of its people.

Employee well-being covers many aspects, including mental health, physical health, and social connections, all of which contribute to overall productivity and happiness.

With increasing awareness around these issues, well-being washing has become more prevalent. Recent studies show that over 40% of employees report being offered wellness programs that don't align with their needs, signaling a rise in well-being washing practices.

5 Signs of Wellbeing Washing

You may not even realize it, but your company could be guilty of wellbeing washing. Here are five signs to watch out for, along with practical steps to counteract them:

1. Observing Mental Health Days, Then Going Silent

Does your company make a big deal of mental health awareness days or wellness months? Sure, over 70% of companies celebrate these days, but the enthusiasm tends to fade after the event. In fact, only 35% of employees say their company's mental health support is anything to write home about (Claro study).

What You Can Do:

• After the celebrations are over, don't let mental health initiatives disappear.

• Champion mental health every week. Set up a weekly campaign or series with tips, resources, and regular reminders about taking care of yourself.

• Make mental wellbeing a year-round priority, not just a checkbox on the calendar.

2. Leaders Say One Thing but Do Another

If your leaders promote work-life balance but never see them actually take time off (or worse, they come into work sick), that's a red flag. When the people at the top don't walk the talk, it sends the message that it's not okay for anyone to prioritize their well-being. This behavior can easily trickle down and affect the entire company culture.

What You Can Do:

• Normalize mental health conversations at every level of the organization, especially among leadership.

• Leaders need to lead by example. When they talk openly about mental health challenges and take time to care for themselves, it encourages the whole team to do the same.

• Show your team that it's okay to be human, ask for help, and use the available resources.

3. Assuming Flexibility is the Fix for Everything

Yes, flexibility (like hybrid or remote work) is a great way to improve employee wellbeing, but it's not a cure-all. In fact, Gallup's research found that people working remotely or in hybrid setups were more stressed and angrier than those working on-site. The truth is that flexibility works for some, but not everyone.

What You Can Do:

• Focus on giving employees more autonomy.

• Let them take control over their time, tasks, and expectations. Autonomy helps employees feel empowered and reduces stress.

• Suppose flexibility works for some; great! But ensure your approach is tailored to your team's unique needs and allows for true personal choice.

4. Ignoring the Link Between Finances and Wellbeing

Here's a fact: financial stress impacts mental and physical well-being. Surprisingly, only 27% of companies offer financial wellness programs, even though 70% of employees want more financial support. Employees are more likely to be stressed out about their finances than anything else—and that stress can follow them to work.

What You Can Do:

• Offer financial wellbeing programs that address employees' financial concerns.
• Provide resources like financial coaching, wage advances, budgeting tips, or even group sessions on financial literacy. Employees who feel financially secure are less stressed and more focused at work.

Check Out What I Learned About: 10 Must-Know Financial Wellness Tips for Employees.

5. Leaders Get Time for Wellbeing, But Not Everyone Else

You know the deal: the higher up the ladder you go, the more time you seem to have for personal well-being. But what about the rest of the team? A Gym pass study found that 90% of leaders feel comfortable taking time off for their well-being. Still, only 66% of non-managers think the same. That's a big gap, and it can create resentment and stress for those who feel they can't take the time they need.

What You Can Do:

• Ask managers to make wellbeing a regular part of their check-ins with employees.

• Ensure employees at every level—especially non-managers and those early in their careers—have equal access to wellbeing resources.

• Provide clear and accessible information about how employees can access help and normalize using it as part of the company culture.

6. Poor Work-Life Balance and Its Impact on Company Growth

When employees lack a healthy work-life balance, burnout and stress set in, leading to reduced productivity, poor decision-making, and disengagement. It affects their performance, team morale, and the company's overall progress.

What you can do:

• Employers should help employees balance their work with personal and social goals.

• Offering flexible work options, promoting wellness programs, and encouraging time for social activities can help employees recharge and feel more fulfilled, boosting their well-being and productivity.

How does it benefit you?

• Increased Productivity: Rested and balanced employees work more efficiently.

• Lower Absenteeism: A healthier workforce means fewer sick days.

• Higher Engagement: Employees who feel supported are more motivated and committed.

• Improved Retention: Focusing on work-life balance reduces turnover and attracts top talent.

What Employees Have to Say About Wellbeing Washing

Employee voices provide powerful insight into the impact of well-being washing. Here are some perspectives shared by employees:

• Tokenistic Efforts:

“The company brings in people to talk for an hour about stress. Then they rush us to finish the work we missed while listening to the guy talk about stress.”

• Limited Impact Initiatives:

“A recent study found that volunteering is the only initiative with a statistically significant impact on mental health at work.”

• Preference for Self-Care:

“Instead of attending sessions on stress reduction, I’d rather go for a walk or practice self-care.”

• Basic Expectations Matter:

“I appreciate the intention of talking about work-life balance, but getting the basics right—like not working weekends or being contacted during holidays—is more important.”

• Addressing Root Causes:

“Don’t get me wrong, I think mental health resources are important to include in a greater benefits package, but they won’t magically make underpaid and overworked people happier.”

• Productivity Over Health:

“It feels like the company just wants us to be productive, not healthy.”

These insights highlight a significant gap between organizational intent and employee experience. Companies must move beyond superficial gestures and address the foundational aspects of workplace wellbeing.

Difference Between "Wellbeing Washing" and Genuine Efforts To Support Employee Wellbeing

Wellbeing Washing vs. Genuine Support: A Comparative Analysis

Feature	Wellbeing Washing	Genuine Support
Focus	When a company is more focused on appearing to care about well-being than taking care of their employees for real.	Integrating wellbeing into work. Meaningful, long-term impact on employee well-being.
Motivation	Appearing socially responsible.	Truly improving employee health and happiness.
Implementation	Providing tokenistic gestures without addressing root causes, for instance, free snacks.	Comprehensive programs addressing physical, mental, and social well-being. Managers actively try to enhance their knowledge of wellbeing and mental health.
Employee Input	Limited or no employee input in program design.	Actively seeks and incorporates employee feedback.
Measurement	Focus on superficial metrics (e.g., participation rates.)	Tracks meaningful outcomes (e.g., reduced stress, improved productivity).
Sustainability	Short-lived program.	Employee well-being is a priority.
Examples	Your company might say on paper or social media posts that they offer quiet rooms, but when you want to use it, they often frown upon it.	Providing mental health resources, flexible work arrangements, and promoting work-life balance.

Real-Life Success

At Vantage Fit, we don't just discuss wellness—we celebrate it. We prioritize employee wellness through actionable programs. For example, team member Supriya’s wellness journey was recognized and celebrated by our CTO, Anjan Pathak, inspiring others to take their health seriously. This approach not only improved Supriya’s wellbeing but also boosted team morale.

Frequently Asked Questions

1. Should employers support this wellbeing washing?

No, Businesses can suffer from wellbeing washing if it leaves employees feeling undervalued, no trust in their leadership, and a poor work environment.

2. What are major factors employees are affected by this?

Yes, employee retention, lack of performance, and loss of trust are affected mainly by well-being washing. Employees might still struggle with stress, burnout, and low morale if the underlying issues in the workplace remain unaddressed and employees.

3. What are the main contributors of wellbeing?

Well-being is a multifaceted concept encompassing various aspects of human flourishing. According to research, these five key elements, Positive Emotions, Engagement, Relationships, Meaning and Accomplishment often referred to as PERMA, contribute significantly to overall well-being.

4. Do governments have employment laws on this?

Yes, the government has employment laws. For example, India is set to operationalize new labor codes in 2025, namely the Occupational Safety, Health & Working Conditions Code 2020 (OSH Code). These codes primarily focus on physical safety and welfare, and it is unlikely that they will be an effective compliance tool to improve mental health conditions at workplaces.

5. What are the workplace frameworks that employees can use protect?

Yes, here are some of the key elements of the workplace framework that employees can use to protect- workplace injuries and illnesses, improve compliance with laws and regulations, and reduces.

It further includes significant reductions in workers' compensation premiums, engage workers, enhance their social responsibility goals, and increase productivity and enhance overall business operations.

Conclusion

While creating an authentic culture of well-being requires time, effort, and investment, the long-term benefits far outweigh the challenges. By adopting these steps, we can move beyond performative gestures and ensure their commitment to employee well-being is genuine and impactful.

Consider implementing a comprehensive wellness program like Vantage Fit to prioritize employee wellbeing. Vantage Fit offers a holistic approach to employee wellness, providing access to mental health resources, fitness programs, and other valuable tools to support your employees' overall health and happiness.

By partnering with Vantage Fit, you can move beyond superficial initiatives and create a truly impactful and sustainable wellbeing program for your organization.

Begin with a Vantage Fit Demo! Schedule one now! And, Start Your Corporate Wellness Journey Today