--- title: 10 Well-being Tips HR Can Share to Support Employees description: Well-being tips HR can share to support employee mental health. Learn how Employee Assistance Programs and Ulliance EAP services strengthen resilience. --- [Ulliance Well-Being Blog](https://blog.ulliance.com) # [10 Well-being Tips HR Can Share to Support Employees](https://blog.ulliance.com/10-well-being-tips-hr-can-share-to-support-employees) Written by [Ulliance](https://blog.ulliance.com/author/ulliance) | Nov 2, 2026, 5:51:39 PM ## Easy Well-being Tips HR Can Share with Employees to Strengthen Workplace Wellness ## Key Takeaways   - [Well-being](https://ulliance.com/employee-wellness-resources/well-being-resources/) tips are easiest for employees to follow when HR pairs them with workable conditions, such as coverage plans and managers who follow the same advice. - Small daily actions like micro-breaks and brief mindfulness practice complement formal support such as benefits and an employee assistance program (EAP). - An EAP can help with everyday stress and practical problems, and clear communication from HR about who's eligible and how to reach it helps employees use it. - The [Ulliance Life Advisor Resolution EAP Model®](https://www.youtube.com/watch?v=g1pCP_0wFQo) pairs flexible counseling and coaching for employees with consultation and training support for managers and HR. HR teams share advice about employee well-being throughout the year, from [practical ways to manage stress](https://blog.ulliance.com/workplace-stress-management-how-eaps-support-employees-and-hr)and get enough rest to reminders about where to find help. For many employees, that guidance is how they learn what support is available. Advice like this works best when it fits the workday employees actually have. A reminder to take short breaks is easy to follow for someone who can step away from their desk. For an employee covering a phone line alone, the same reminder only works once someone can take over for a few minutes. The most practical well-being tips come paired with the room to act on them, whether that means a coverage plan or a manager who takes breaks too. ## Quick Mental Health Tips Employees Can Use Daily Quick mental health tips are simple actions employees can take during the workday to ease stress and restore energy. HR can share them in newsletters and [team meetings](https://blog.ulliance.com/is-your-team-truly-engaged-heres-what-that-means), adapting each one to the realities of different roles. ### Tip #1. Encouraging Micro-Breaks to Reduce Workplace Stress Micro-breaks are short pauses from work lasting 10 minutes or less. A 2022 meta-analysis published in PLOS ONE found that micro-breaks led to small improvements in energy and reductions in fatigue. Some micro-breaks can happen at the workstation: - Stand up and stretch between calls or tasks. - Look away from the screen and take a few slow breaths. - Roll the shoulders and loosen the hands after a long stretch of typing. [HR can work with managers](https://blog.ulliance.com/hr-strategic-partner-getting-other-leaders-onboard) to agree on how micro-breaks fit each team's work, especially in roles with set coverage, and then share that practice with employees. ### Tip #2. [Simple Mindfulness Practices](https://blog.ulliance.com/live-moment-art-of-mindfulness) for Busy Employees Mindfulness means paying attention to the present moment with openness and without judgment. A simple way to start is a one-minute pause before a meeting or a new task. Employees can sit still, notice their breathing, and bring their attention back each time it wanders. Regular practice has research behind it. In a randomized trial at two large UK companies, employees who used short guided meditations through a smartphone app reported improved well-being and less distress and job strain than a wait-list group. They used the app over eight weeks, a larger commitment than a single pause. HR can share guided recordings that employees can use on their own schedule. ### Tip #3. Build Movement Into the Workday Adding activity to tasks employees already do keeps them moving through the day: - Take one-on-one calls standing up or walking. - Hold walking meetings when the topic doesn't need a screen. - Take the stairs or a longer route when there's a choice. - Use seated options, such as raising the arms overhead or flexing the feet, during long stretches at a desk. Employees can choose movements that suit their abilities and the demands of their job. HR and managers can normalize walking meetings by using them when appropriate. ### TiP #4. Talk to Someone About How You're Doing [A short conversation with someone they trust](https://blog.ulliance.com/positive-relationships-boost-your-mental-health)can help employees work through a hard week. That person might be a friend, a family member, or a coworker they feel comfortable with. Employees decide how much to share, and a conversation about workload or a stressful week doesn't require sharing personal health details. These conversations aren't common at work. Gallup reported in 2024 that only 36% of employees say they have talked to their manager or supervisor about their personal well-being, and conversations between coworkers are even less frequent (29%). HR can pass along a simple opener employees might use with a colleague they trust: "It's been a heavy week. Do you have a few minutes to talk?" For support beyond an informal conversation, employees can reach out to a counselor. ### Tip #5. Protect Your Sleep [Sleep affects how employees handle the rest of their day](https://www.youtube.com/watch?v=02ZVMevDuTA), and caregiving, shift work, or health conditions can all interrupt it. Where they have some choice, employees can try keeping a consistent wake time and setting aside a few quiet minutes before bed. HR can influence scheduling. Predictable shift schedules give employees a better chance of keeping a steady sleep pattern, especially in roles with rotating hours. ### Tip #6. Promoting Work-Life Balance Through HR Policies Time off and reasonable boundaries give employees a chance to recover, and both depend on more than a written policy. Pew Research Center found in 2023 that 46% of U.S. workers who receive paid time off take less time than they are offered. Among those workers, 49% said they would worry about falling behind if they took more. [Employees can use their available time off](https://blog.ulliance.com/embrace-vacation-let-go-of-your-itinerary). Where schedules and responsibilities allow, they can also set a regular end to the workday. For others, agreed expectations about availability after a shift serve the same purpose. HR makes both easier by addressing the workload behind the worry: - Review the employee's work with them before leave begins, deciding what someone else will cover and what can wait until they return. - Remind employees about unused time off before applicable deadlines. ## Why Small Well-being Actions Make a Big Workplace Difference Small well-being actions are brief, repeatable habits employees can fit into a workday, such as a few minutes away from a demanding task or a check-in with a trusted colleague. They complement the formal support an organization offers, including benefits and an employee assistance program. Gallup describes [well-being as five interdependent elements, covering career, social, financial, physical, and community well-being,](https://ulliance.com/human-resource-services-solutions/life-advisor-wellness-programs/)and finds that programs and practices work best when they target more than one of the five elements. Employees' concerns can touch any of these areas, so a wellbeing effort draws on everyday habits and professional support alike. ## How HR Can Promote Employee Assistance Programs (EAPs) An employee assistance program (EAP) is an employer-provided benefit that gives employees confidential support for personal and work-related concerns. [Employees need to know an EAP exists](https://blog.ulliance.com/optimizing-your-eap-communication-strategy-proven-tips-for-stronger-employee-support) and how to reach it, which makes HR's communication the starting point. ### Tip #7. Using EAPs For Confidential Counseling and Support Employees can contact their EAP while a concern is still manageable, well before it becomes a [crisis.](https://ulliance.com/human-resource-services-solutions/workplace-crisis-management/) Family strain, grief, ongoing stress, or a difficult situation at work are all reasons to reach out. Getting started usually takes a phone call or a visit to the [EAP's website](https://ulliance.com/). Many EAPs offer counseling in person, by video, or by phone, so employees can choose what fits their schedule. Counseling is confidential, and employees can ask the EAP to explain how confidentiality works, including its limits, before sharing personal information. HR can share a short message employees can keep on hand: "You can contact the EAP about a concern that's weighing on you. It's confidential and available at no cost to you." ### Tip #8. [Clearly Communicating the Value of Employee Assistance Programs](https://blog.ulliance.com/optimizing-your-eap-communication-strategy-proven-tips-for-stronger-employee-support) Explain the EAP in terms employees can act on. Clear communication from HR covers the basics: - Who's eligible. Many plans extend to spouses, partners, or dependents, so employees should know who in their household can use it. - What support is available. A short summary of what the plan includes helps employees see where their concern fits. - [How confidentiality works](https://blog.ulliance.com/hr-confidentiality-privacy-workplace). Employees should know what information, if any, the employer receives. - How to make contact. The phone number, website, and hours of availability belong wherever employees look for benefits information. Sharing this checklist at onboarding and periodically throughout the year keeps the EAP familiar before an urgent need arises. ## The Role of EAP Services in Supporting Everyday Challenges EAP services extend beyond counseling to the practical problems and personal goals that take up space in employees' lives. ### Tip #9. Use the EaP for Practical Problems A question about a lease, a growing credit card balance, or the search for [care for an aging parent](https://blog.ulliance.com/-mental-health-caregivers-why-supporting-essential) can follow an employee into the workday. Many EAPs offer consultations on legal and financial questions, along with referrals to childcare and eldercare resources. In these situations, the EAP often provides guidance and connections to resources. Services provided outside the EAP, such as ongoing legal representation or care services, may involve additional costs. Employees can ask the EAP what it provides directly and what it refers out. HR can name these services in benefits communications so employees connect the EAP with everyday problems as well as counseling. ### Tip #10. Use EAP Coaching to Work Towards Goals [Coaching helps employees](https://ulliance.com/employee-wellness-resources/eap-resources/) set a goal and work out practical steps toward it, whether they're building a budget or preparing for a career move. The Ulliance EAP, for example, connects employees with a Life Advisor Coach by phone or video. [HR can equip managers](https://ulliance.com/hr-professional-support/) to mention EAP coaching during development conversations, when employees are already thinking about their goals. ## Building a Culture of Ongoing Wellness Through HR Leadership HR builds a culture of ongoing wellness by working well-being into [management habits](https://campaigns.ulliance.com/managers-under-pressure-the-hr-leaders-guide-to-supporting-their-team) and everyday routines. ### Leadership's Role In Modeling Health Behaviors Employees notice what managers do. A manager who takes breaks and stays offline during vacation makes those choices easier for everyone on the team. Conversations count too. Gallup advises managers to commit to [one meaningful conversation a week](https://blog.ulliance.com/boost-productivity-your-1-on-1-meetings) with each team member. Those check-ins can focus on workload and the support employees need to do their jobs. When an employee needs professional support, managers can point them to the EAP rather than trying to counsel them. ### Tracking Well-being Trends Within the Organization [Tracking well-being trends means looking at aggregate information over time](https://blog.ulliance.com/beyond-the-dashboard-hr-kpis-that-drive-change) to see whether support is reaching employees and meeting their needs. Pulse surveys can show how employees rate their workload and whether they feel supported, and short awareness checks can show whether they know how to reach the EAP. Utilization reports show how the program is being used, and HR should interpret changes according to the provider's definitions. Feedback from employees can indicate whether the support met their needs.  ### Turning Everyday Wellness Tips Into Long-Term Culture Change Long-term[workplace culture](https://blog.ulliance.com/how-leaders-influence-culture) change happens when wellbeing tips become part of how work is organized. A few concrete practices help: - Set clear expectations about after-hours messages, including when a reply can wait until the next workday. - Review new and existing policies for their effect on workload and recovery time. - Recognize managers who arrange coverage and respect their team's time off. - Revisit well-being tips with each team periodically to see which ones fit the way they work. Over time, these practices make well-being part of how teams plan and manage their work. ## How Ulliance EAP Supports Employee Well-being and [Resilience](https://campaigns.ulliance.com/building-mental-resilience) The [Ulliance Life Advisor Resolution EAP Model®](https://campaigns.ulliance.com/get-a-quote-ulliance-website) gives employees one place to turn for personal and work-related concerns. Employees can meet with a counselor in person, by video, or by phone, and can reach a mental health professional by phone 24 hours a day. The same program connects employees with coaching and with guidance on legal and financial questions. Ulliance also supports the people leading teams. Managers can turn to Ulliance for consultation when a team member's situation calls for guidance, and Ulliance provides crisis response services when a difficult event affects the workplace. For HR, that support comes with a working partnership, as one client describes: > *"Our EAP representative with Ulliance has been a wonderful partner to our organization. … She sends monthly newsletters, webinars, and other EAP resources to our team. She has also provided training for our directors on how Ulliance can support them and their teams."* > > ~ Vice President of Human Resources HR leaders can contact Ulliance to learn how the Life Advisor Resolution EAP Model® can support their employees and managers year-round.   *When you partner with Ulliance, our Life Advisor Consultants are always just a phone call away to teach ways to enhance your work/life balance and increase your happiness. The [Ulliance Life Advisor Employee Assistance Program](https://ulliance.com/employee-wellness-resources/eap-resources/) can help employees and employers come closer to a state of total well-being.* Investing in the right EAP or Wellness Program to support your employees will help them and help you.  Visit[https://ulliance.com/](https://ulliance.com/) or call 866-648-8326. **The Ulliance Employee Assistance Program can address the following issues:** • Stress about work or job performance • Crisis in the workplace • Conflict resolution at work or in one’s personal life • Marital or relationship problems • Child or elder care concerns • Financial worries • Mental health problems • Alcohol/substance abuse • Grief • Interpersonal conflicts • AND MORE!   References: 10 Wellbeing Practices to Guide Leaders; Gallup; Dan Witters and Jim Harter [https://www.gallup.com/workplace/349502/wellbeing-practices-guide-leaders.aspx](https://www.gallup.com/workplace/349502/wellbeing-practices-guide-leaders.aspx) Despite Employer Prioritization, Employee Wellbeing Falters; Gallup; Katelyn Hedrick, Ben Wigert and Ryan Pendell [https://www.gallup.com/workplace/652769/despite-employer-prioritization-employee-wellbeing-falters.aspx](https://www.gallup.com/workplace/652769/despite-employer-prioritization-employee-wellbeing-falters.aspx) "Give me a break!" A systematic review and meta-analysis on the efficacy of micro-breaks for increasing well-being and performance; PLOS ONE; Patricia Albulescu, Irina Macsinga, Andrei Rusu, Coralia Sulea, Alexandra Bodnaru and Bogdan Tudor Tulbure [https://pmc.ncbi.nlm.nih.gov/articles/PMC9432722/](https://pmc.ncbi.nlm.nih.gov/articles/PMC9432722/) Mindfulness on-the-go: Effects of a mindfulness meditation app on work stress and well-being; Journal of Occupational Health Psychology; Sophie Bostock, Alexandra D. Crosswell, Aric A. Prather and Andrew Steptoe [https://pmc.ncbi.nlm.nih.gov/articles/PMC6215525/](https://pmc.ncbi.nlm.nih.gov/articles/PMC6215525/) More than 4 in 10 U.S. workers don't take all their paid time off; Pew Research Center; Shradha Dinesh and Kim Parker https://www.pewresearch.org/short-reads/2023/08/10/more-than-4-in-10-u-s-workers-dont-take-all-their-paid-time-off/    [View full post](https://blog.ulliance.com/10-well-being-tips-hr-can-share-to-support-employees) ```json { "@context" : "http://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Ulliance" }, "dateModified" : "2026-11-02T19:06:43.537Z", "datePublished" : "2026-11-02T17:51:39Z", "headline" : "10 Well-being Tips HR Can Share to Support Employees", "image" : { "@type" : "ImageObject", "height" : 500, "url" : "https://3690782.fs1.hubspotusercontent-na1.net/hubfs/3690782/Employees%20joining%20in%20culture-based%20activities%20practicing%20well-being%20tips%20at%20work.png", "width" : 1400 }, "mainEntityOfPage" : "https://blog.ulliance.com/10-well-being-tips-hr-can-share-to-support-employees", "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "height" : 60, "url" : "/hs/hsstatic/content_shared_assets/static-1.4092/img/default-amp-logo.png", "width" : 60 }, "name" : "Ulliance Well-Being Blog" } } ```