Employee well-being has become a business issue for large companies

Job turnover is a business risk: it has significant direct and indirect costs, can reduce productivity, lead to knowledge loss and weaken the functioning of teams. All this slows down organizational processes and reduces employee commitment, and can also be a barrier to innovation. That is why employee well-being is not a negligible factor, as it can provide a strategic competitive advantage. Companies that consciously plan and develop their employee well-being programs can expect more stable teams, more predictable performance and more sustainable, calculable business results, not to mention corporate reputation.

According to the latest research data from the K&H Large Enterprise Growth Index for the fourth quarter of 2025, 88 percent of companies plan to have stagnant headcount this year. The planned growth is therefore primarily based on stable internal resources and their development, for which it is essential to focus on workforce retention through wellbeing programs. In addition to competitive salaries, employee well-being is becoming increasingly important – as revealed by Randstad’s latest Workmonitor 2025 research, in which work-life balance surpassed salary for the first time in 22 years. Although remuneration is still very important, employees are placing greater emphasis than ever on finding other ways to fulfill themselves at work. Flexible working hours, the possibility of teleworking, work-life balance and other benefits that support wellbeing are high expectations, but even workplace dress codes are important, where they exist.

In response to this, companies are increasingly adopting health and wellbeing programs. Benefits and health support services have a direct impact on employee turnover, sick leave rates, and organizational stability. Well-designed programs have been shown to reduce burnout while improving workplace performance.

Team-building and community-building initiatives strengthen organizational cohesion, which is especially important given the rise of hybrid working. In addition, sustainability programs also indicate that companies are thinking long-term and making environmental responsibility part of their everyday operations.  And for this, they need a stable team of employees whose values ​​do not differ from those of the company management.

“We no longer view employee well-being programs as a cost, but as a conscious business decision, a returnable and even profitable investment. Healthy, motivated employees are one of the most important pillars of stable operations and sustainable growth. They have a direct impact on corporate performance, organizational efficiency and competitiveness. Our surveys among large companies show this, which we naturally apply to ourselves – as a key player in the financial sector. At K&H, employee well-being has been receiving special attention for some time. This is recognized not only by our employees, but also by the profession, which is well known. shows that we have won the Top Employer award for the fourth time in a row, based on more than 200 criteria”

– added Tibor Bodor, Head of K&H’s Corporate Division.