What does wellbeing at work cost? And why that is the wrong question – opinion
2026 began with new measures in the 'back to work policy'. The government's message is clear: the social impact of long-term absenteeism is too high. But those who only take action under duress miss the point, believes Dr Gretel Schrijvers, CEO of Mensura.
A business case that can count
Putting work into employee wellbeing pays off. And we can stick a very concrete figure on that from now on. A recent, large-scale review in the leading Scandinavian Journal of Work, Environment & Health makes the benefits of wellbeing tangible.
An analysis of 68 international studies shows that workplace health interventions have an average Return on Investment (ROI) of 1.92. Every euro invested by an organisation brings in nearly two euros on average.
So anyone in the boardroom today asking how much investment in employee wellbeing costs is asking the wrong question.
Wellbeing is a strategic lever for profitability as well as sustainable anchoring of your operation. Organisations that make a conscious effort to have happy motivated employees simply outperform their competitors.
Return On Investment
Every euro an organisation invests in health interventions yields an average return of almost two euros.
Invisible absenteeism costs the most
The most striking insight? Those gains are not only visible by a decrease in absenteeism.
Much more often, the return is in reducing ‘presenteeism’: the phenomenon where employees are present but cannot perform to their full potential due to stress, fatigue or lack of motivation.
Working on wellbeing creates energy, focus and commitment. Investing in 'the soft side of your business' leads to rock-solid returns thanks to direct productivity gains.
Prevention as a profitable strategy
This dovetails perfectly with the plea of my colleague and absenteeism expert Bart Teuwen. He argues that absenteeism is not a fate that befalls an organisation, but a process that can be managed.
By taking preventive action on absenteeism and focusing on people's employability, organisations can structurally increase productivity by 10 to 15 per cent.
The 'return' on prevention is many times greater than the cost of cure. When an organisation makes the shift from control to dialogue and from sanctions to support, the entire dynamic changes.
After all, work is not the problem. Work - if organised properly - can be an essential part of resolution and recovery.
Wellbeing is thus a choice. Steerable and measurable. But it does not run by itself. The science is clear on the conditions: a strong commitment from executives, active involvement of employees and an open feedback culture.
Those who see wellbeing as a compulsory number will never cash in on that potential. Only those who see it as an engine for growth will benefit. So don't switch because you have to. Opt for an active wellbeing policy because it works.
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What is wellbeing worth?
At Mensura, we help companies keep their people working longer, healthier and happier. We create the work context in which people feel good. In which they remain optimally productive and long-term employable.
The recent publication shows the concrete ROI of this approach. But wellbeing gains do not just pay back 1.92 times to the organisation. It provides multiple benefits to our society: resilient workers, a healthy social security system, a productive economy.
The conclusion: Anyone asking how much wellbeing costs today is looking at the wrong side of the balance sheet. The relevant question is what wellbeing is worth. For the employee, for the employer and for society.
In short, don't wait for the government to force you. Invest because it pays off.