Wellbeing employee benefits: the cheap items people actually use
- Benefits cost per employee a year
- $11,900
- Per employee a month
- $991.67
- As a percent of base salary
- 19.2
The numbers on this page come from the inputs you enter and the method stated: 3,600 seconds to an hour, 52 weeks to a year, twelve months to a year, and nothing else. No industry shrinkage figure, no occupancy benchmark and no assumption about your attrition; every one of those is yours to enter.
Wellbeing is the part of a benefits budget most likely to contain things nobody uses. It is also the part where the cheapest items are frequently the ones with the most demand, which makes the usual approach of ranking ideas by cost exactly backwards. This page sorts the common staff wellbeing ideas by the only two things an employer can actually establish in advance: whether people will use it, and whether the cost per user is knowable before you commit. What is left after that sorting is a short list, and it is not the glamorous one.
Open the How much are benefits worth Free to use. No account, no card, no sign-up.
Staff wellbeing ideas: start with what people ask for, not what photographs well
Before you choose anything, find out what your own people would use. An anonymous list of options with a single question against each, would you use this, costs nothing and reorders most wellbeing budgets. It reliably promotes the unglamorous items, time, flexibility, help with a practical problem, and demotes the ones that make a good internal announcement. Run it before the budget is allocated rather than after.
Separate the three cost shapes, because they behave differently
Per-head-per-year subscriptions cost the same whether anybody uses them, which makes low utilization pure waste. Per-use costs scale with demand and are safe to offer widely. One-off costs are a single decision. The trap is the first shape bought for a population that will not use it: an assistance program or a wellbeing app at a few dollars a head a year is cheap enough that nobody checks utilization, and cheap times nobody is still nobody.
Wellbeing at work ideas that remove a real friction
The wellbeing items with reliable uptake tend to solve a specific practical problem: help with a legal or financial question, cover for caring responsibilities, a route to counselling that does not go through the employer, flexibility on the day something goes wrong. These read as less exciting than a wellness week and they are what people use, because a benefit is used when it is easier than the alternative.
Put the total against the headcount plan, per employee
Wellbeing spend is easy to accumulate in small pieces nobody totals. Add every item, including the internal time to run them, divide by headcount and put that figure beside the rest of the package cost per employee in the plan. Employers are regularly surprised by the total and almost never by any individual line, which is precisely why the total is the number to hold.
Will it do what you need for Wellbeing employee benefits?
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Wellbeing employee benefits: common questions
Which staff wellbeing ideas are worth a budget line? The ones that remove a specific practical friction and that your own people said they would use: help with legal and financial questions, caring cover, a confidential route to counselling, and flexibility when something goes wrong. The test is demand you measured, not a list somebody published.
Are wellbeing apps worth it? Only at utilization you can actually see. They are usually priced per head per year, which means the cost is the same whether anybody opens them, and cheap per head multiplied by a population that does not use it is still waste. Ask for utilization before renewing, and treat a low figure as a decision point.
How do we know if wellbeing spend is working? Usage, measured the same way each year, and your own retention and absence trends read with appropriate caution. This site publishes no benchmark for either, because a borrowed figure would tell you nothing about your workforce, and no causal claim, because the honest position is that wellbeing spend is hard to attribute.
Does Orgplanly hold wellbeing costs? It holds the plan the package is budgeted inside, so wellbeing spend appears per employee beside the roles and the headcount rather than as a pile of small invoices, and the free worksheet works that figure from your own numbers.
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