In a labor market with tough competition for talent, it is the everyday work environment and employee health that determine whether you succeed – not flashy campaigns. A clear, measurable approach to psychosocial work environment, balance, and sustainable leadership is the most difficult part of your employer brand to copy.
Why Health Differentiates
- Attractive salary is a hygiene factor but not enough. Randstad Employer Brand Research 2025 shows that Swedes prioritize a pleasant work environment and work–life balance directly after salary; Gen Z often places the work environment ahead of pay.
- Engagement drives retention. Lack of recognition, high workload, and unclear support reduce engagement and increase turnover risk. Support from managers/teams and a healthy balance are the strongest drivers of increased engagement.
- Business effect. WHO shows that investing in workplace health can yield a return many times over through reduced absenteeism and higher productivity.
How to Build a Health-Driven Employee Value Proposition (EVP) – Without Overpromising
1) Make Health and Balance Core Promises
Formulate concrete commitments: e.g., “Reasonable workload measured weekly,” “meeting-free focus blocks,” “access to occupational health support within 48 hours.” Also highlight preventive measures such as regular health checks, digital self-assessments, and anonymous organizational health data analysis to detect risks early.
2) Train Leaders in Early Detection and Recognition
Standardize routines for micro check-ins, positive feedback, and stress signal detection. Provide managers with training and data to act proactively and prevent health issues before they escalate.
3) Design the Work – Not Just the Benefits
Ensure adequate staffing, prioritization, and breaks. Hybrid or not – create predictability in schedules and clear rules for availability. Complement this with preventive initiatives such as targeted programs for sleep, stress, and recovery.
4) Reskilling as a Wellbeing Factor
Make career paths visible and access fair. Control and development reduce stress and increase meaning. Data-driven analysis can also reveal where learning and development may prevent mental health challenges.
5) Measure, Follow Up, Communicate
Choose your key metrics: absenteeism, perceived balance, manager training levels, response times. Combine these with continuous health surveys and organizational reports that give HR and leadership early warning signals. Share employee stories that show how preventive work makes a difference in everyday life.
Checklist for HR and Managers
- Have we defined what a healthy work environment means for us (workload, recovery, psychological safety)?
- Do we have clear thresholds for when to intervene (e.g., high workload > X weeks)?
- Do employees get quick support at early signs of ill-health (target: <48 hrs)?
- Do managers receive practical support (tools, training, data) to keep promises?
- Do we communicate results externally – not just ambitions?
Learn how OneLab can support your organisation
Författare
Erika Ekstam
Head of People & Culture
