Hundreds of businesses around Ireland, across all sectors, have been accredited with the Ibec KeepWell Mark. They include industry leaders such as Aldi, Circle K, Alexion, Blackrock Health Group, and Bord Gáis Energy.
KeepWell product manager Patrick Haslett says these businesses value the ability to benchmark their workplace wellbeing programmes against a recognised national standard and use the insights gained during the accreditation process to inform their people strategy, which in turn helps to drive high performance.
“The KeepWell Mark is a formal evidence-based accreditation for companies of all sizes, recognising best-in-class workplace wellbeing pioneers as well as companies that are striving to improve their workplace wellbeing strategy,” he says. “It’s awarded to companies that meet the health, safety and wellbeing standards set out in the KeepWell framework. The framework is the benchmark for national standards of workplace wellbeing in Ireland.”
The benefits of investing in employee wellbeing are clear, says Haslett: “It helps to build a better, more engaged and motivated working environment. From the employers’ perspective, improved employee engagement is the core. When employees feel valued and supported, they are more motivated and committed to doing their best work. Employees are more focused, engaged and effective – and that naturally leads to improved productivity.”
Employees benefit as well. “The provision of physical health programmes and mental health supports delivers a boost to people’s overall health,” says Haslett. “Employees tend to experience higher job satisfaction levels, as feeling cared for leads to a greater sense of purpose and satisfaction. The KeepWell framework also has the potential to support better work-life balance for employees.”
To achieve KeepWell accreditation, employers self-assess their practices, systems and procedures to identify gaps in their current wellbeing offering. “They then draw up an action plan to fill those gaps,” says Haslett.
The framework was updated and revised towards to end of 2024 and now includes eight pillars, following the incorporation of inclusion and belonging, and talent support and development as new pillars.
“The revised framework is designed to support thriving workforces now and into the future, and addresses the realities of modern work, including the rise of digitalisation, remote working, and the highly competitive hiring environment,” Haslett explains. “The new inclusion and belonging pillar focuses on improving psychological safety and leveraging workforce diversity, while the talent support and development pillar prioritises the growth and retention of existing talent.”
The other six pillars are leadership – how an organisation’s policies and practices promote health and wellbeing; mental health – how it protects and promotes the mental wellbeing of staff; occupational safety and health – how the company monitors and improves health and safety; nutrition and physical activity – how it promotes and supports healthy eating and regular physical activity; attendance management – adoption of a preventive and supportive approach to managing attendance, focused on supporting unwell staff; and intoxicants – how the organisation addresses the use of intoxicants.
The updated framework is a response to changing workforce expectations, according to Haslett. “Employees increasingly value workplaces that embrace diversity and ensure equity,” he notes. “An inclusive culture is now seen as a key differentiator for attracting top talent and retaining existing employees. Our research shows that six in 10 people are likely to stay longer with employers who invest in their wellbeing. Inclusive workplaces are also seen as supporting better decision making, innovation and collaboration.”
The talent support and development pillar is equally important: “It’s about fostering employee growth through learning, upskilling and career development. At a time when organisations are experiencing retention challenges, it shows commitment to employees’ futures. It’s also about future proofing the workplace by upskilling employees. As industries evolve and new technologies and market trends emerge, new demands will be placed on companies and new skills will be required to meet them. In addition, modern employees seek roles that offer growth, development and opportunities to expand their skills. Companies that invest in talent development will enjoy better innovation and enhanced performance.”
Employee wellbeing covers more than mental and physical health, Haslett adds. “It’s also about supporting employees to reach their full potential,” he explains. “That benefits the organisation as well. Improved job satisfaction and engagement and enhanced morale support better employee wellbeing and business sustainability. It’s very much a win-win. It’s not just nice to have, it’s now a business imperative.”
The updated KeepWell framework helps employers create happier and more inclusive and supportive workplaces, Haslett concludes.
“It offers employers practical tools and strategies to nurture a thriving workforce. The greater emphasis on inclusion, belonging and talent development ensures that KeepWell Mark remains at the forefront of workplace wellbeing standards in Ireland.”
