Introduction

From our experience in the field of occupational medicine, we have observed in recent years, organizations face serious challenges when it comes to attracting and keeping qualified employees. Research shows that a significant portion of the workforce actively thinks about changing jobs, and a large percentage actually do so within a year. These trends lead to increased employee turnover, which adds costs and affects productivity and company culture.

The main reasons employees consider leaving include high stress levels, psychosocial burdens, dissatisfaction with working conditions, and lack of support from employers. This highlights the need for developing and implementing comprehensive strategies for health and wellbeing at work, often called occupational health strategies, that improve the work environment and strengthen employee loyalty.

It has been shown that companies providing mental health programs, stress management support, and health promotion activities significantly reduce turnover rates. Around 60 to 80 percent of employees thinking about leaving would stay if they received proper support from their employer. This underlines the importance of prevention and integrating services that support mental and physical wellbeing.

Besides helping retain staff, these strategies play an important role in attracting new talent. More than 65 percent of job candidates consider the availability of health and wellbeing programs an important factor when choosing an employer. Younger generations, especially millennials and Gen Z, look for workplaces that value their mental health and allow a good balance between work and personal life.

A modern occupational health strategy includes various elements such as preventive education, psychosocial support, physical activity programs, improving work conditions, and specific interventions to reduce stress exposure. Companies that integrate these practices in their policies report fewer sick leaves, higher employee engagement, and better organizational climate.

Looking ahead, corporate health and wellbeing strategies will be a key factor for sustainable success and competitiveness. Companies investing in their employees wellbeing not only improve quality of life and work but also increase their participation in innovation and long term results.

Such strategies create cohesive and motivated teams who are committed to their tasks, reduce risks of burnout, and foster a culture of care and support. In a world where competition for talent is increasing, these factors represent a significant advantage and help companies stay leaders in their fields.

Conclusion

Experience from practice and scientific research confirms the positive impact of these strategies on the long term growth and success of organizations. Comprehensive health and wellbeing programs should be part of corporate vision because they are investments in the most valuable resource, the people.

References:

• Gallup 2023 State of the Global Workplace
https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx

• Harter JK, Schmidt FL, Hayes TL (2020). Business unit level relationship between employee satisfaction, employee engagement, and business outcomes: a meta analysis. *Journal of Applied Psychology*, 87(2), 268–279.
https://doi.org/10.1037/0021-9010.87.2.268

• Kaspersen KH, Andersen LL, Mortensen OS (2021). The impact of workplace health promotion on psychosocial working conditions: A systematic review. *Scandinavian Journal of Work Environment and Health*, 47(6), 431–441.
https://doi.org/10.5271/sjweh.3983

• Miller A, Stokes P, Taylor R (2021). Workplace Mental Health: Employee Perspectives and Preferences. *Occupational Medicine*, 71(8), 386–394.
https://doi.org/10.1093/occmed/kqab090

• World Health Organization (2023). Mental Health and Work.
https://www.who.int/publications/i/item/9789240046900