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Workplace Employee Wellbeing Grants

Find out more about Workplace Employee Wellbeing Grants.

The Workplace Employee Wellbeing Grant supports Worcestershire-based businesses to create healthier, more inclusive workplaces that actively promote employee wellbeing.

The funding enables employers to implement initiatives that improve physical health, mental resilience, and social connection, thereby reducing health inequalities and fostering a positive workplace culture.

A healthier workforce is linked to higher productivity, reduced absenteeism, and improved staff retention, benefiting both employees and businesses. We want to encourage preventative approaches, addressing wellbeing before issues escalate.

If you’re working to boost health and wellbeing with your employees, we’d love to hear from you!

How to apply

Anyone can contact the team to discuss a project in advance of applying. Please contact:
HWBadmin@worcestershire.gov.uk

Use the form below to apply:

Apply for an Employee Wellbeing Grant

Who can apply

The following organisations are eligible to apply:

Worcestershire-based businesses that are legally constituted (such as limited companies or partnerships)
businesses that have been actively trading for 6 to 12 months prior to the application
organisations registered with HMRC and Companies House
businesses that are not considered an ‘undertaking in difficulty’
applicant must employ at least one paid staff member
applicants must comply with workplace Health and Safety legislation (Health & Safety at Work Act 1974) and the Equality Act 2010
the business must not have convictions for fraud, money laundering, or other financial misconduct in the last five years, and must not be subject to regulatory enforcement action

Eligible projects

Examples of Eligible Projects:

Healthy lifestyle initiatives

Nutrition and healthy eating programs (e.g., cooking demonstrations, healthy snack provision), physical activity opportunities (such as subsidised fitness classes, walking/running groups, or on-site fitness sessions provided there are plans for how these can continue beyond the grant)

Mental health, resilience, and social connection

Wellbeing workshops, peer support networks, wellbeing champions, stress management workshops, mindfulness sessions, resilience training, and mental health awareness campaigns.

Workplace environment and culture

Creating quiet rooms, hydration stations, relaxation areas, and embedding flexible working practices to support work-life balance.

Skills development and parenting support

Training for staff on wellbeing topics, upskilling managers to implement policies around absence and support, supporting employees with parenting challenges (e.g., access to Family Hubs, breastfeeding-friendly spaces).

We cannot fund

Organisations, businesses, activities, and areas we cannot fund:

organisations with aims that do not match the grant’s objectives
activities or projects that distribute grants to individuals or other organisations
anything that promotes political aims or purposes
activities that promote political beliefs or are designed to impose religious beliefs on others
anything that promotes harmful or illegal behaviour, gambling, tobacco, payday lending, arms manufacturing
retrospective costs (e.g., costs for energy used)
businesses that have convictions for fraud, money laundering, or other financial misconduct in the last five years, or those subject to regulatory enforcement action
core organisational costs (rent, salaries, utilities, ongoing staff costs)
capital costs (e.g., building refurbishment)
activities that duplicate existing services
statutory services
activities or businesses that already receive grant funding
activities or businesses that fall outside the grant’s stated aims and objectives
organisations employing less than three members of staff

Evidence and consent

We aim to keep the grant process simple and accessible. As part of demonstrating impact, we ask organisations to share short videos, photos, and quotes from employees that show how their project has supported health and wellbeing.

In addition, projects should aim to demonstrate measurable effects on sick days, absenteeism, and staff retention, as these outcomes are significant for businesses of all sizes, ideally these should be referenced in the returned case study.