Employee well-being has climbed to the top of many companies’ priority lists, but designing mental health, wellness and work-life initiatives that truly last requires more than good intentions. HR leaders must balance empathy with economics to ensure programs are accessible, effective and aligned with broader business goals.
From budgeting and vendor selection to utilization and long-term impact, there’s a lot to consider if you want to build an initiative that doesn’t strain resources or fade over time. Below, Forbes Human Resources Council members share practical strategies for creating wellness programs that support employees while remaining financially and operationally sustainable.
1. Offer ‘Wellness Hours’ For Self-Care
Offering wellness hours for an employee’s own care (versus a loved one’s) is a low-cost way to encourage meaningful time away for better mental health. It’s important for leaders to view expanded PTO policies like this through a broader lens than cost or admin, though. A healthy employee is more engaged and productive, and a compassionate workplace pays dividends well beyond the financial investment. – Jill Shedek, Bank Iowa
2. Anchor Programs To Employee Needs And Business Goals
To build sustainable wellness programs, anchor them to employee needs and business goals, verified with data. This will ensure you prioritize impact. Start small with scalable pilots and empower managers as amplifiers. Partner cross-functionally to embed care into culture so it is seen not just as a cost center. – Prithvi Singh Shergill, entomo
3. Listen To Employees First
Sustainable wellness programs start with listening to what employees actually need, not chasing trends. Focus on simple, high-impact supports, embed them into daily workflow and measure what improves well-being and performance. When programs are aligned to real needs and real outcomes, they stay both effective and financially responsible. – Nicole Cable, Blue Zones Health
4. Set Clear Norms And Support Systems Around Work-Life Balance
People teams can focus on simple, scalable practices by setting clear norms around workload, creating spaces for real work-life balance and offering low-cost wellness supports like manager training, flexible schedules and mental health days. Sustainable programs come from embedding well-being into culture, not just adding new benefits. – Imani Carroll, impact.com
5. Invest In Scalable, Data-Driven Programs
HR can align offerings with employee needs by leveraging data-driven insights and prioritizing high-impact, cost-effective solutions. Focus on scalable options like virtual counseling, digital wellness platforms, flexible schedules and manager training to support culture. Regularly measure engagement and outcomes to optimize programs and demonstrate ROI. – Sherry Martin
6. Shift Toward Wellness Through Embedded, Systemic Design
HR must move from episodic wellness initiatives to embedded, systemic design. A wellness ecosystem that is fiscally disciplined, culturally aligned and operationally embedded strengthens performance and community without inflating budgets. – Britton Bloch, Navy Federal
7. Treat Mental Health And Work-Life Care As Basics, Not Add-Ons
Sustainable wellness isn’t built on trends or token budgets—it comes from doing what’s genuinely needed. When organizations treat mental health and work-life care as basics of good work design, not add-ons, relevance drives impact. What is meaningful to people naturally becomes sustainable over time. – Ankita Singh, Relevance Lab
8. Pair Agentic AI With High-Impact Human Support
HR can design sustainable wellness programs by pairing low-cost agentic AI with high-impact human support. With data and access, AI can handle early-warning burnout signals, personalized nudges and scheduling relief, while HR focuses on meaningful human care. This hybrid model keeps costs low, scales support and delivers personalized care at a financially and operationally sustainable cost. – Dr. Timothy J. Giardino, myWorkforceAgents.ai
9. Use Your Programs To Treat The Root Causes Of Disengagement And Burnout
Wellness programs fail when they treat symptoms, not causes. Teach managers to read the behavioral signals. When high performers disengage or detail-oriented people miss deadlines, have the conversation. Model rest, protect focus and create psychological safety. You don’t need high-priced yoga subscriptions, but you do need to prevent the burnout that costs you your best people. – Matt Poepsel, The Predictive Index