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Barnett Waddingham
0333 11 11 222
Here at Barnett Waddingham we believe that there are six pillars of employee wellbeing that impact how an employee performs in their role. Our holistic approach to wellbeing builds on the ancient Greek philosophy of Eudaimonia; supported by our modern six pillars ideology:

“Eudaimonia; a person's state of happiness and wellbeing, often described as 'human flourishing'”
Six Pillars of Employee Wellbeing: Job Security / Financial Security / Support / Protection / Health / Work/Life Balance | Barnett Waddingham

Employer benefits

By implementing a successful wellbeing strategy which addresses the needs of the workforce across each of the six pillars, this can have significant benefits to the employer, some of which include:

Increased productivity

Decreased absence

Reduced accidents

Engagement and commitment

Attraction and retention

Reduced insurance premiums

Introducing BWell

BWell is our innovative wellbeing analytics tool which aims to assess overall employee wellbeing and happiness within the workplace. We offer an in-depth analysis of the workforce, which incorporates an employee wellbeing survey and various data such as absence and premium. This is then provided to you in a snapshot style report and we will consult based on the trends and hotspots highlighted within the analysis in order to assist you to implement a bespoke yet holistic wellbeing strategy to address the needs identified. This process aims to ultimately improve the overall wellbeing of your employees but also increase the performance of the employer and for the first time create a tangible return on investment.

BWell is separated into four key areas - our ACDC approach:



A snapshot of the overall wellbeing of the workforce


Independent but tailored approach


Via a platform, specialist third party provider or in-house teams


Ensuring that the strategy remains fit for purpose


It is important to firstly understand your current health and wellbeing risks; this is where our employee survey and modelling tool come in.

Our survey is designed to understand your employees’ perception of their own wellbeing measured in terms of each of the six pillars and our modelling tool is designed to look at specific company demographics and existing data such as absence and claims from medical insurance and income protection in order to establish existing trends. This is presented to you in a snapshot style report. 


Once we understand your corporate health and wellbeing risks we can consult to help you build a wellbeing strategy that targets those risks from a prevention and intervention perspective.


The strategy can be delivered via any market platform, or our very own engagement platform, Me2, specialist third party providers or in-house. 


Regular governance is fundamental to ensuring that the strategy remains relevant. Further surveys and modelling on an annual basis ensure the strategy remains fit for purpose while also evidencing the return on investment the employer has achieved to date. 

Related knowledge and resources


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  • The Insurance Act 2015

    The Insurance Act 2015 is a major change to insurance law. It applies to insurance policies which start on or after that date or to any existing policies subject to a rate review or change which are effective on or after that date.

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    The Government has announced plans to change the UK’s welfare system with a view to halving the disability employment gap. The new system is designed to remove financial incentives for claimants and encourage them to seek employment.

  • Picture for Why BWell - exploring wellbeing in the workplace in 2017
    Why BWell - exploring wellbeing in the workplace in 2017

    Why BWell 2017 questioned full and part time UK workers to determine the overall level of wellbeing and happiness in the workplace.

  • Picture for Generation WHY? survey 2017
    Generation WHY? survey 2017

    Our ‘Generation WHY? study, now in its third year, highlights important generational attitudes and perspectives towards money matters as well as savings and how personal affluence affects outlook.

  • Picture for Why BWell? Survey 2016
    Why BWell? Survey 2016

    We surveyed over 300 employees throughout May and June 2016, across a wide range of locations, age groups and affluence levels. Comparing trends and results from last years survey, we reveal insights into what wellbeing in the workplace looks like today.

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