A fruit day doesn’t cure or sustain you – that’s why most corporate well-being programs don’t work

According to a national survey conducted by Affidea Hungary, nearly three-quarters of Hungarian employees (73 percent) feel at least moderately stressed on an average working day. The main causes of workplace stress are lack of time and excessive workload (43 percent), lack of respect and fairness (32 percent), and too high expectations (26 percent). Almost 40 percent of those surveyed cannot completely switch off even on weekends. This indicates that stress is not a temporary but a chronic condition that already has health consequences. This is the point where well-being is no longer an HR issue, but a health issue.

Why do corporate well-being programs fail?

According to the experience of Affidea Hungary experts, the following reasons are typically behind the failure:

1. Not personalized

Programs often do not take into account age, job title, workload and existing health risks. Without health assessments and screenings, corporate health services cannot be effective and personalized, so employees do not feel that they own the programs and participation remains low.

2. Not measurable

Many companies do not assess the baseline health status of employees and do not track whether, for example, health status, stress level, absenteeism or work performance changes. Thus, the health and business impact of the programs cannot be proven.

3. Not health-based

Motivational trainings, fruit days and well-being programs appear while employees struggle with chronic stress, sleep disorders or even cardiovascular risks. This is symptom treatment, not prevention. According to Affidea Hungary’s research, 43 percent of respondents believe that they have a health problem that could be caused by long-term stress, and 61 percent have already consulted a doctor with their complaints.

4. Poor communication and senior management commitment

If well-being seems like a mandatory HR element rather than real help, employees become skeptical. Lack of leadership role models, programs organized outside of working hours, and low levels of trust further reduce participation.

When stress becomes a health problem

“Long-term workplace stress clearly becomes a health problem when it becomes permanent and causes symptoms or even organ changes, contributing to their development,” says Dr. Mária Hernád, occupational health specialist at Affidea Hungary, occupational health consultant. “At such times, not only psychological problems such as anxiety, depression, sleep disorders or burnout may appear, but also psychosomatic diseases, such as high blood pressure, stomach ulcers, irritable bowel syndrome, eczema or musculoskeletal complaints. Long-term stress also significantly increases the risk of cardiovascular diseases – according to a recent international meta-analysis by about 26 percent,” she added. According to the expert, workplace health promotion is effective if it is integrated into the company’s everyday operations and does not appear as a campaign-like action. “Primary prevention, or programs aimed at preventing diseases, require a long-term commitment – ​​this is the most difficult, but also the most important goal.”

Wellbeing is a strategic factor in 2026

Workplace well-being is no longer just an HR trend, but a strategic factor that provides a competitive advantage. Employers that continue to treat employee well-being as a secondary issue may find themselves at a serious competitive disadvantage in the labor market. Supporting flexibility, physical and mental health is playing an increasingly important role in retaining and attracting employees.

What could be the solution?

According to Affidea Hungary, well-being works when it is a strategy, not a benefit – and when it is based on health data, screenings and prevention.

“A successful well-being program is never just an HR task. If it is truly m