Workplace wellbeing is no longer about one-off initiatives or reactive support when something goes wrong. The most successful organisations treat wellbeing as a strategic, year-round commitment—planned, measured, and aligned with business goals. A well-structured wellbeing calendar helps organisations move from good intentions to meaningful impact.
Here’s how to plan a full year of wellbeing in your workplace—and how the right wellbeing partner can help you deliver it with confidence.
1. Start with Insight, Not Assumptions
The foundation of any effective wellbeing plan is understanding the real needs of your people. Too often, wellbeing calendars are built on guesswork or trends rather than evidence.
Begin the year with:
A wellbeing survey or insights assessment
Health data from workplace health checks
Feedback from managers, HR, and employee reps
This approach allows you to prioritise the areas that will make the biggest difference—whether that’s mental wellbeing, physical health, energy management, or leadership capability.
At We Are Wellbeing, we support organisations with digital wellbeing insights surveys and on-site health checks that provide clear, anonymised data to guide year-long planning.
2. Build a Balanced Wellbeing Calendar
A strong wellbeing plan balances physical, mental, emotional, and social wellbeing across the year. Rather than clustering activity into awareness weeks alone, aim for steady engagement.
Your annual plan might include:
Quarterly workplace health check days
Monthly wellbeing webinars or workshops
Awareness campaigns aligned to national wellbeing dates
Manager and wellbeing champion training sessions
Regular wellbeing communications and resources
Spacing activity throughout the year prevents burnout, keeps wellbeing visible, and helps employees build sustainable habits rather than short-term fixes.
3. Empower Managers and Wellbeing Champions
Line managers play a crucial role in day-to-day wellbeing, yet many feel under-equipped to support their teams. Investing in manager wellbeing training ensures wellbeing is embedded into leadership, not bolted on.
Similarly, Wellbeing Champions act as advocates and connectors across the organisation. With the right training and structure, they help turn strategy into action at ground level.
Our CPD-accredited Manager Essentials and Wellbeing Champions Training programmes are designed to give people practical skills, confidence, and clarity—without turning them into therapists.
4. Mix Education with Practical Support
Education alone isn’t enough. Employees also need opportunities to take action.
A well-planned year should combine:
Learning (webinars, workshops, training)
Action (health checks, coaching, challenges)
Support (resources, signposting, follow-ups)
For example, a mental wellbeing webinar can be followed by coaching sessions, practical toolkits, or manager check-ins. This layered approach drives engagement and long-term behaviour change.
5. Measure, Review, and Adapt
Wellbeing should be treated like any other business priority—measured and reviewed. Build in checkpoints across the year to assess participation, feedback, and outcomes.
Ask:
What engagement levels are we seeing?
What feedback are employees giving?
Where are we seeing improvements—or ongoing risks?
This allows you to adapt your plan, refine future activity, and clearly demonstrate value to leadership.
We Are Wellbeing supports organisations with reporting, insights, and strategic reviews—helping turn wellbeing activity into meaningful ROI.
6. Partner with Experts, Not Just Providers
The most effective wellbeing strategies are built in partnership. Rather than managing multiple suppliers or ad-hoc initiatives, working with a dedicated wellbeing partner brings consistency, expertise, and strategic alignment.
At We Are Wellbeing, we work with organisations across the UK and Ireland to deliver:
On-site workplace health checks
Webinars, workshops, and wellbeing days
Manager and Wellbeing Champion training
Coaching and wellbeing strategy support
We don’t just deliver sessions—we help you plan, deliver, and embed wellbeing across the entire year.
Final Thought
A planned year of wellbeing sends a powerful message: our people matter. With the right structure, evidence, and support, wellbeing becomes part of your culture—not just your calendar.
If you’re ready to plan a proactive, impactful year of wellbeing, partnering with We Are Wellbeing can help you turn intention into lasting change.
