About Workplace Mental Health
You have probably heard of greenwashing — companies that market themselves as environmentally responsible without making meaningful changes. Wellbeing washing is the workplace equivalent, and it is becoming increasingly common.
Wellbeing washing occurs when organisations promote initiatives or messaging about employee wellbeing without substantial or authentic actions behind them. It is the fruit bowl in reception while people are burning out at their desks. It is the mindfulness app subscription that nobody uses because the real problem is an unsustainable workload.
Why Wellbeing Washing Is on the Rise
Post-pandemic, expectations around workplace wellness have increased significantly. Employees are more attuned to whether their employer genuinely cares about their mental health, and social media has given people a platform to call out organisations that talk the talk without walking the walk.
This heightened scrutiny means that businesses face real reputational risk if their wellbeing efforts are perceived as superficial. Yet many organisations still default to visible but shallow interventions because they are easier to implement than genuine systemic change.
How to Spot Wellbeing Washing
There are some common indicators that an organisation’s wellbeing approach may be more performative than substantive.
Initiatives are reactive rather than proactive. Support is only offered after problems arise, rather than being embedded into the way the organisation operates.
There is no measurement or accountability. If nobody is tracking whether wellbeing initiatives are actually making a difference, that is a significant red flag.
Leadership is not involved. Genuine wellbeing strategy requires visible commitment from the top. If it sits solely with HR or a junior wellbeing champion, it is unlikely to drive real change.
The focus is on individual resilience rather than organisational responsibility. Telling people to meditate or exercise more, while ignoring excessive workloads, poor management, or toxic culture, places the burden on employees rather than addressing root causes.
What Genuine Wellbeing Looks Like
Authentic wellbeing strategy is built into the fabric of how an organisation operates. It starts with understanding the specific risks and challenges that employees face, and it is guided by evidence and recognised standards such as ISO 45003, which provides a framework for managing psychological health and safety at work.
Genuine wellbeing involves listening to employees, acting on what they say, and being transparent about progress. It requires investment — not just in programmes and resources, but in leadership development, management training, and cultural change.
Moving Beyond the Surface
If your organisation is serious about workplace mental health, the first step is an honest assessment of where you stand. Are your current initiatives making a measurable difference? Are they addressing the right issues? And are they aligned with what your people actually need?
At Being Real, we help organisations move beyond surface-level interventions to build wellbeing strategies that are evidence-based, standards-aligned, and genuinely impactful. If you would like to explore what that could look like for your business, we would welcome the conversation.
Peter Kelly, Founder and Director, Being Real