Companies that prioritise employee well-being significantly outperform the market, delivering up to three times higher shareholder returns, according to a groundbreaking report compiled by UAre Group.
Titled Maximising Return on Investment in Your People 2025, the report consolidates findings from leading global research institutions—including Harvard, Oxford, MIT, and Deloitte—to make a compelling case for why investing in employee well-being is no longer optional.
The data reveals that organisations with high well-being scores experience:
- 3x higher shareholder returns
- 50% lower staff turnover
- 21% greater profitability
- 400% return on investment (ROI) in well-being programs
Despite these clear benefits, the report highlights a major disconnect—while 85% of executives believe a well-being strategy provides a competitive edge, fewer than 20% of companies have one in place, and just 2% use well-being data to guide decision-making.
A Business Imperative, Not a Perk
UAre Group Co-Founder and Chairman Grant Ellison says the research leaves no room for doubt—employee well-being is a financially strategic investment, not just a feel-good initiative.
"The numbers speak for themselves—companies that actively invest in their people win in every meaningful way, from productivity and retention to bottom-line performance," Ellison said.
"This isn’t just about reducing sick days or improving morale. The market is now rewarding businesses that can demonstrate a real commitment to employee well-being. Investors are tracking it. Regulators are scrutinising it. And the best talent is choosing workplaces that genuinely prioritise their people."
The UAre Approach: Science, Data, and Measurable Impact
Founded in 2020 in Sydney, one of the world’s healthiest cities, UAre is a longevity company focused on maximising quality of life and life expectancy. It integrates data from its app and wearable technologies to provide a comprehensive picture of well-being, covering four critical areas:
- Movement – Physical activity and mobility metrics
- Mindset – Mental resilience and cognitive health
- Relationships – Social and workplace interactions
- Habits – Daily behaviours impacting long-term health
UAre’s world-class team combines expertise in high-performance business, actuarial science, behavioural science, medical research, and digital user experience to provide both individual and organisational well-being insights.
For individuals, UAre provides personalised recommendations and estimated life expectancy, helping users make better choices to enhance longevity and quality of life.
For businesses, UAre delivers data-driven insights into employee well-being, helping leaders make informed decisions about workforce strategy, productivity, and risk management.
"Organisations are spending billions on well-being initiatives, yet most have no way to measure impact. We bridge that gap by providing clear, actionable data that drives results," Ellison explained.
The $4-for-$1 Opportunity
Beyond risk mitigation, the report quantifies the financial benefits of investing in employee well-being. Research from PwC and Deloitte shows that for every $1 invested in employee well-being, businesses can expect at least a $4 return.
"When you think about the productivity gains, reduced absenteeism, lower turnover, and improved engagement, the financial case is overwhelming," Ellison said.
"The challenge for many organisations is knowing where to start and how to measure impact. That’s where UAre comes in. We provide the tools to assess, target, and track well-being initiatives, ensuring that investments translate into measurable business outcomes."
Six Steps to Success: Embedding Well-Being for Sustainable Growth
UAre’s research identifies six key steps for organisations looking to implement a successful, measurable, and sustainable well-being strategy.
Ellison stresses that well-being initiatives fail when they are disconnected from business priorities or treated as one-off programs.
"For well-being to drive real business value, it must be embedded in company strategy, championed from the top, and continuously measured and refined," he said.
1. Establish a Clear Well-Being Business Case
- Define strategic objectives—reducing turnover, boosting productivity, mitigating psychosocial risks, or strengthening the employer brand.
- Quantify the financial impact using industry benchmarks and ROI modelling.
- Secure board-level buy-in by aligning well-being with ESG commitments, risk management, and operational efficiency.
2. Appoint an Executive Sponsor
- Assign a C-suite champion (e.g., CEO, CFO, CHRO) to drive accountability.
- Establish well-being champions within business units.
- Form a steering committee involving HR, finance, risk, and operations to oversee implementation.
3. Implement a Data-Driven Reporting Framework
- Establish baseline well-being metrics, using sentiment surveys and workplace engagement data.
- Track key performance indicators (KPIs) like absenteeism, turnover, and productivity.
- Use predictive analytics to identify early signs of burnout or disengagement.
4. Align Well-Being with Strategic Priorities
- Integrate well-being into leadership development, performance management, and organisational values.
- Ensure well-being is a shared responsibility, not just an HR function.
- Align well-being with other corporate strategies like D&I, flexible work, and risk management.
5. Embed Well-Being in Culture and Leadership
- Train managers to support employees with stress, burnout, or engagement issues.
- Foster psychologically safe workplaces where employees feel comfortable discussing mental health.
- Implement structural changes—better workload management, realistic performance expectations, and employee autonomy.
6. Measure, Adapt, and Celebrate Progress
- Continuously evaluate well-being data and refine initiatives.
- Celebrate and reward well-being successes in company communications.
- Adapt strategies over time to align with changing employee needs and regulations.
Meet the Founders
- Grant Ellison is a successful entrepreneur and strategist who has founded and led multinational tech businesses through start-up, scale-up, IPO, and exit. His expertise in high-growth ventures ensures that UAre delivers both impactful solutions and commercial success.
- Marc Pasques is an experienced customer-focused tech leader, specialising in building and managing teams that deliver scalable solutions for multinational businesses. His background in technology ensures that UAre's platform is cutting-edge, intuitive, and data-driven.
- Kendrick Louis is a World Champion athlete, brand, and marketing expert. He excels in attracting talent and developing high-performance teams, ensuring that UAre not only provides scientific insights but also drives real-world behavioural change.
For more information, visit https://www.uare.app.
Contact details:
David Tasker
Chapter One Advisors
T: +61 433 112 936
E: dtasker@chapteroneadvisors.com.au
