As organisations begin shaping their 2026/27 financial year budgets, HR Directors, Wellbeing Managers, People Leaders and Senior Leadership Teams are all facing the same challenge: how to allocate limited budgets in a way that genuinely supports people and delivers long-term value.
Employee wellbeing often slips down the priority list at this stage. Not because it isn’t important — but because it can feel broad, undefined, or easier to “add in later”.
This guide is your reminder that wellbeing works best when it’s planned for early, clearly budgeted, and embedded into your culture from the start of the year.
The most effective wellbeing strategies begin with one simple decision: ringfencing a specific budget for staff wellbeing, recognition and culture.
Even a modest per-employee allocation gives you the flexibility to plan meaningful activity throughout the year, rather than reacting when morale dips or pressure peaks.
This isn’t a feel-good extra. It’s a sound business decision.
Deloitte’s research shows that for every £1 invested in mental health and wellbeing, organisations see a return of over £5, driven by improved productivity, reduced absence and stronger retention. If you need to build a case internally, the data really does speak for itself.
Wellbeing works best when it’s layered, not one-off. When planning your budget, consider spreading investment across a mix of initiatives that support different needs and moments throughout the year. We work with hundreds of businesses who get this right, and our top tips seeing their success in terms of focus areas is the following:
Staff recognition and rewards
Budget for regular, visible moments of appreciation — whether that’s wellbeing boxes, thank-you gifts, milestone recognition or seasonal boosts. Maybe staff or customers nominate team members or your SLT recognise staff who do good work. Small gestures, done consistently, have a big impact on how valued people feel.
Team building and connection
Set aside funding for team-building exercises that encourage connection, collaboration and trust. This could be in-person activities, creative workshops, away days or facilitated sessions that help teams reset, reconnect and celebrate success.
Wellbeing workshops and coaching
Workshops or Wellbeing sessions focused on mental health, resilience, stress management or neurodiversity can equip teams with practical tools they can use every day. Coaching sessions for staff, whether one-to-one or group-based, are another powerful way to support confidence, performance and personal development.
Learning and development opportunities
Wellbeing and development go hand in hand. Budgeting for training, personal development programmes or career-building opportunities shows employees you’re invested in their future, not just their output. And when these link to the wider wellbeing picture such as MHFA Training for example, the whole organisation benefits.
Many organisations only think about wellbeing when things feel difficult — during busy periods, organisational change or times of high stress.
Planning ahead allows you to support your people proactively, smoothing pressure points before they become problems and creating a more resilient workforce overall. Are there Awareness Days and Calendar Events that provide an opportunity to support the wellbeing or diversity of your team. For example, Mental Health Awareness Week (May), Pride events (Summer), National Carers Week (June) and other events like this all offer pro-active opportunities to support your team. What’s more planned moments of positivity will help reinforce your company values and strengthen workplace culture across the year.
Which brings us back to the most important question.
In today’s workplace, wellbeing is no longer a “nice to have”. It’s a core part of retention, engagement and sustainable performance. Organisations that plan for wellbeing, feel the benefits all year round.
At Smile Box, we help organisations turn wellbeing budgets into practical, visible action through fully branded wellbeing boxes and workshops that support recognition, engagement and culture. Whether you’re planning welcome packs, thank-you moments, wellbeing initiatives or year-round support, we make it easy to deliver something your people genuinely appreciate from just £18.95 per person.
If you’re building your 2026/27 budget and want ideas that work in the real world, we’d love to help.
Contact us today to explore how Smile Box can support your wellbeing planning, or visit www.smile-box.co.uk to find out more.
Here at Smile Box, we’re confident we can help support your employee wellbeing culture and mental health!
Please get in touch by providing your details below, and we’ll send you a brochure explaining more about what we do, along with the costs!
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