Employee Wellbeing at RSSB

We are committed to creating a healthy, inclusive, and supportive workplace where every colleague can thrive.

A Shared Commitment

Our health and wellbeing strategy reflects the voices of our colleagues, the lessons we’ve learned, and our shared ambition to make wellbeing not just supported, but embedded in everything we do.

At RSSB we believe wellbeing isn’t a fixed destination – it’s something we all shape together. While RSSB provides the tools, support, and environment, every colleague is encouraged to play an active role in looking after their own health and wellbeing, and to support one another.

From our BeWell@RSSB framework to our welcoming, hybrid-enabled office space, every part of the strategy is about putting people first – ensuring support is tailored, consistent, and accessible to all.

Key Priorities

The health and wellbeing strategy is built around seven core priorities:

1. Making health and wellbeing a business priority – recognised alongside engagement and organisational health, and benchmarked through continued external accreditation.
2. Providing support that works for everyone – from core benefits like private health and dental cover, to cancer support, flu jabs, and health coaching. We also offer Menopause Support and pay for additional support through Bupa which includes access to counselling and advice on options such as HRT.
3. Confident, supportive leadership – building consistency in how managers lead and support wellbeing across teams.
4. Peer support and social connection – through our trained Wellbeing Champions, employee-led focus groups, and community activities.
5. Built-in flexibility – through our Smart Working policy, flexible benefits, and hybrid-enabled office environment.
6. Spaces and experiences that reflect our values – co-created office design, accessible communications, and a culture of psychological safety.
7. Recognising everyday impact – through platforms like MyThanks and our suite of awards celebrating kindness, collaboration, and impact.
8. Enhanced leave - paternity up to 6 weeks and family leave.

Listening, Learning, and Improving

We measure our progress through a mix of organisational health metrics, feedback, and participation levels. This includes the Employee Engagement Survey and our network of Employee Champions and Equality, Diversity and Inclusion Forum, which help us identify and act on the wellbeing areas that matter most to our people.

We are proud to hold Gold accreditation from Investors in Wellbeing and will continue to seek external recognition to benchmark our progress.

Our strategy is a call to action – for leaders, managers, and every individual – to create a working environment where wellbeing is part of everyday experience.