How Wellness Action Plans Support Better Workdays

What Is a Wellness Action Plan?

A Wellness Action Plan or WAP is a workplace document designed to help staff manage their mental health at work. WAPs were originally introduced to the UK workforce by the mental health charity Mind, and are now widely used by employers and partner charities across England, Scotland, Wales, and Northern Ireland in response to rising levels of stress and burnout.

WAPs explore wellness in the workplace from many different angles. They look at everything from the causes of poor mental health at work to flexible working options and ideas for management support.

While Wellness Action Plans have become incredibly popular, they remain voluntary tools for employers, and there’s no legal requirement for a company to use them.

Why Wellness Action Plans Matter at Work

According to HSE, mental health issues like stress, depression, and anxiety were among the top reasons for work-related sick days in 2024/25. In an organisation, the toll of these mental health difficulties can be felt by both staff and their employers. 

The impact of poor mental health on employees: Low job satisfaction, poorer physical health, burnout and exhaustion, feeling overwhelmed

The impact of poor mental health on employees: Higher staff turnover, poor productivity, a need for more cover, increased recruitment costs, lower team morale

Wellness Action Plans help to prevent these issues by boosting awareness and understanding. Instead of waiting for mental health difficulties to crop up and cause deeper problems, WAPs help staff and managers to take a proactive approach to wellness, creating a happier workforce overall.  

Having dedicated resources for wellbeing also helps employers to challenge the stigma around poor mental health. By putting wellbeing first and encouraging staff to open up about tricky topics, it sends the message that it’s healthy to let people in and share things that are worrying us.

What’s Included in a Wellness Action Plan?

A standard WAP breaks down employee wellness needs into actionable steps. It usually includes:

Wellness tools: The positive steps you can take to stay resilient and healthy at work.

Workplace triggers: Specific situations, environments, conversations, work arrangements, or behaviours that cause you stress.

Early warning signs: Subtle changes in your behaviour or mood that show you might be starting to struggle.

The impact of stress: How experiencing poor mental health actually affects your day-to-day work.

Support steps: Clear instructions on what your manager can do to support you or ease the pressure.

Wellness Action Plan Template Example

If you’re new to WAPs, you might find it easier to use a template instead of shaping one from scratch. Mind offers a comprehensive PDF WAP guide that includes a 5-page template along with other useful info. Otherwise, you can copy and paste the example below. We’ve made it as simple and easy to follow as possible so that it’s super easy to get started. 

[Your Name]’s Wellness Action Plan

1. Staying Well at Work

• What helps you stay happy, motivated, and productive during the working day? (e.g. regular breaks, clear prioritising, catch-ups with colleagues)
• What can your manager do to support you with these? (e.g. regular 1:1s, helping manage workloads)

2. Identifying Work Triggers

• What specific things at work can cause you to feel stressed, anxious, or overwhelmed? (e.g. tight deadlines, lack of clarity, noisy environments, working long hours)

3. Spotting Early Warning Signs

• What are some early signs that you might be struggling or starting to feel unwell? (e.g. becoming quiet/withdrawn, missing deadlines, working through lunches, looking tired)

4. The Impact of Stress

• When you’re experiencing poor mental health, how does it change your day-to-day work? (e.g. difficulty concentrating, struggling to make decisions, feeling irritated)

5. Steps for Support

• If you’re going through a difficult patch, what practical steps can your manager or team take to help you? (e.g. adjusting deadlines, temporary flexible working, extra brief check-ins)
• Are there any specific things your manager should avoid doing during these times? (e.g. putting you on the spot in big meetings, calling after hours)

Employee Signature: _______________ Date: _____________

Manager Signature: _______________ Date: _____________

Review Date (Recommended every 3 to 6 months): _____________

You may find it tricky to answer some of the questions above – this is completely normal. There’s no rush when it comes to completing it, so give yourself a few days or weeks if needed. You can also reach out to HR if you need extra guidance.

How You and Your Manager Can Use a WAP Together

A WAP is an invaluable tool for both you and your manager, but only if it reflects an honest picture of your situation. For that reason, it’s important that you complete the form alone, in your own words, and without input or influence from your manager. 

Once it’s done, your manager will review it so they can understand your needs and provide the right support. From there, the plan becomes a shared foundation, giving you both the clarity and mutual understanding needed to work well together.

FAQs

Wellness action plan vs wellness recovery action plan: what’s the difference?

A wellness action plan focuses on supporting your day‑to‑day wellbeing at work, whereas a wellness recovery action plan is a broader personal mental‑health tool designed for use beyond the workplace. The wellness recovery action plan was originally developed by author Mary Ellen Copeland, whose work is widely seen as the inspiration for Mind’s workplace‑focused version.

What if my manager won’t help with my mental health?

If your manager isn’t supportive, you can still use your wellness action plan to clarify what you need and then speak to HR or a senior colleague for further support. Employers have a duty of care, so you’re not expected to manage everything alone.