Employers are being urged to help staff maintain New Year health resolutions by making better use of support already embedded within employee benefits packages, according to GRiD, the industry body for the group risk sector.

GRiD said motivation typically wanes by mid-January, a period often associated with poorer mental health as workers return from the holiday break into darker days, financial pressures and challenging weather. When resolutions slip, it argues, the impact can extend beyond individual wellbeing to workforce engagement and attendance.

By contrast, healthier behaviours such as regular exercise, improved nutrition and reducing habits like smoking are linked to better physical and mental health, helping employees remain more resilient and work-ready.

Katharine Moxham, spokesperson for GRiD, said the post-Christmas period could be particularly difficult for many employees. “People may feel less motivated during the darker, more challenging days after Christmas,” she said. “But employers are well placed to help staff stay on track with their health and wellbeing goals, which can help soften the impact of what is often a demanding time.”

While many employees want to improve their health, GRiD notes that practical barriers frequently get in the way. Time pressures, caring responsibilities, low confidence, stress, cost concerns and uncertainty about where to start can all undermine good intentions.

Employee benefits, however, often provide tools that address these challenges directly and at little or no extra cost. Many are available around the clock, allowing employees to access support whether they are working on site, remotely or travelling.

Group risk benefits — including employer-sponsored life assurance, income protection and critical illness cover — increasingly incorporate broader wellbeing support. This can include incentives for physical activity, discounts on fitness tracking devices, reduced gym or online class fees, and gamified programmes to support smoking or alcohol reduction. Educational webinars on issues such as sleep deprivation or menopause, alongside mindfulness resources and access to counselling, are also commonly included.

Ms Moxham said encouraging greater use of these benefits represented a clear opportunity for employers. “When staff feel supported in looking after their physical and mental wellbeing, they are more energised, confident and motivated,” she said. “That leads to a happier workforce, better productivity and stronger loyalty.”

GRiD argues that organisations that actively promote wellbeing support not only help employees sustain healthier habits, but also strengthen engagement at a time when resilience and retention remain critical business priorities.