Every business knows that looking after employee wellbeing is as important as looking after the bottom line. From bespoke wellness programmes to healthy workplaces, and progressive policies that promote a culture of inclusivity and an optimum work-life balance, both employers and employees are feeling the benefit.
Take the Slieve Russell Hotel, for example. A recent rebranding of its human resources department to “people and culture” articulates its holistic approach to wellbeing.
Orla Murphy, people and culture manager at the well-known Cavan hotel, explains that “people and culture ambassadors” have now been appointed to help implement various initiatives, such as mental health first aiders, menopause champions, dementia inclusive and Alzheimer’s-friendly champions, and a diversity & inclusion committee. The hotel also has an “annual wellness calendar”, packed with innovative, employee-led initiatives designed to nurture mental, emotional and physical health.
“Each year, we launch our programme with a six-week health and wellbeing series to energise and rejuvenate the team,” she says. “In 2025 our theme, Wellness Works, embraces music, sound and fitness, offering diverse activities to suit the interests and needs of our multicultural workforce of 28 nationalities across four generations.”
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Highlights include dance exercise classes, aqua sessions, Pilates, yoga and indulgent sound baths. Fitness enthusiasts can even participate in a competitive step challenge, lunchtime couch to 5k runs and five-a-side soccer tournaments; while others can enjoy tailored spa treatments curated specifically for relaxation and rejuvenation.
“But we go beyond physical health by offering annual professional medical checks, gut health speakers, smoking cessation workshops, resilience-building seminars and financial wellbeing sessions,” Murphy notes. The hotel’s employee assistance programme, which includes a 24/7 confidential helpline for staff and their families, has proven invaluable.
Aura Holohan Group may be in the business of wellness, but they’ve turned their gaze inward to also focus on the wellbeing of their more than 400 staff members. A specifically developed “Wellfit” strategy provides an umbrella for a wide range of programmes and initiatives, explains Narcisa Popovici, HR director with the group.
Each employee enjoys a free membership to their local Aura leisure centre, and a friend or family member can also join for free. A comprehensive employee assistance programme also offers a range of services, while employee mental health is prioritised. “In order to support employees' mental health in a practical way, they can avail of a day off paid if they are going through a particularly difficult time,” explains Popovici. “Aura also partners with a range of different organisations to provide training and advice for managers and employees to help them to be more aware of mental health challenges and issues and create a supportive environment that works to eliminate the stigma associated with mental health issues.” Mental health champions also serve an important role.
Aligned with this is the offering of flexible work practices, which Popovici says allows employees to achieve a better balance between work and personal commitments. “This includes shorter workdays, shorter work week, and alternating schedules for certain roles, where the role is shared between two employees.”
Specific menopause policies, family friendly policies and a disability policy have garnered positive feedback from employees, Popvici notes. “We have seen the promotion of wellbeing related benefits and programmes, assistance and advice led to a better employee experience overall, greater employee engagement and increased performance at retention at Aura.”
A range of women- and family-friendly policies were also introduced at the Slieve Russell Hotel in 2021. These include a menopause policy, gender expression and identity policy and fertility policy, among others. “Each policy reflects our dedication to fostering a workplace where every individual can thrive, and where open dialogue and meaningful support are the norm,” Murphy says.
In light of the growing emphasis on menopause awareness, Great Place to Work has partnered with the Menopause Hub for both the Menopause Workplace Excellence Awards and Workplace Accreditation. This complements the Best Workplaces for Women programme, which recognises organisations that excel in creating positive and supportive environments specifically for women. “This partnership reflects our shared commitment to fostering inclusive and supportive workplaces,” says Loretta Dignam, founder of the Menopause Hub Academy.
“Great Place to Work’s mission to build a great company culture for everyone aligns seamlessly with our goal of ensuring employees at every life stage, including menopause, feel valued and supported. Together, we’re championing workplace environments where empathy, inclusion, and wellbeing take centre stage, driving cultural change that benefits both employees and businesses alike.”
Dignam states unequivocally that menopause is no longer just a personal issue, it’s a workplace issue. “Women going through menopause are the fastest-growing demographic in the workforce, yet 84 per cent of menopausal employees report their performance is negatively affected by their symptoms and one in three menopausal women consider leaving their jobs.” Ignoring menopause support, she warns, puts organisations at risk of losing valuable talent, negatively impacting employee morale, and damaging their brand reputation.
While menopause-specific policies are not yet on most companies’ radar, “as menopause becomes mainstream more and more employers are engaging in the topic and looking for ways to support their staff and retain valuable talent,” Dignam says. “We encourage employers of all sizes, in all sectors, to take that step to become menopause inclusive.”
Murphy acknowledges that change can be difficult. “When we first began raising the topic of menopause, it was met with discomfort: heads lowered, and awkward silences filled the room,” she admits. Inviting healthcare professionals to deliver training to all employees and equipping managers and team members with the skills to promote awareness and provide peer support helped to “normalise” conversations about menopause. “We ultimately turned it into a regular and open topic of discussion in our workplace.” The Slieve Russell was rewarded by becoming the first hotel in Ireland to receive the Menopause Excellence Workplace Best Champion Network Award from the Menopause Hub.
Without this awareness and structured support, Murphy says the organisation would have risked losing invaluable team members during a “temporary yet challenging phase” of their lives. “Our comprehensive approach has led to measurable improvements in employee retention, morale, and engagement,” she adds.
Financial empowerment
Recognition of the importance of strong employee financial wellbeing is growing. Wolfgang Digital made history last year when it became the first Irish-owned company to transition to an employee ownership trust (EOT), inspired by the renowned “John Lewis” model.
The company’s founder and chief executive Alan Coleman says they ultimately believed that giving employees a sense of ownership, a voice in decision-making, and profit-sharing opportunities would enhance employee wellbeing and cultivate an engaging and supportive workplace culture.
“We saw this change as key to enhancing performance and creating a sense of stability for employees who may worry about not owning their homes. While EOTs can’t directly address housing concerns, they empower individuals with the security and satisfaction of owning where they work,” he explains. “Many of the young people who work in Wolfgang fear they will never own where they live, they now own where they work.”
Profit-sharing is another cornerstone of EOTs, aligning employees’ financial rewards with organisational success. Wolfgang Digital’s employees receive quarterly profit shares, reinforcing the connection between their contributions and tangible outcomes. “This model directly links wellbeing to empowerment, responsibility and financial growth, creating a workplace where employees thrive personally and professionally,” Coleman says. “Our big bet is that a company populated by business owners will outperform a company populated by employees every day of the week.”
Find out Ireland’s best workplaces for health and wellbeing here
