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Health is Wealth: The ROI of Employee Wellbeing

Jody Goldring with her collegues at TAFE Queensland who encouraged her to get a mammogram. BDmag Jan-Mar 2025.

When Jody Goldring started a new role in Human Resources in November 2023, she never imagined that a casual chat in the office would end up saving her life.

“The topic of mammograms came up, and a few colleagues were sharing their recent experiences,” she recalls. “I hadn’t had one yet. I was planning to wait until I turned 50, but one team member quickly mentioned that screenings could now start as early as 40.”

Within fifteen minutes of that conversation, Jody booked her first-ever mammogram, thinking little of it at the time. But that one appointment changed everything.

“The initial scan revealed one tumour, with further investigations revealing a total of six, the largest being six centimetres,” Jody reflects. “If I’d waited another three years like I was planning to, it would have been a completely different story. I had no signs, no symptoms, and no family history. My tumours were flat, which meant I wouldn’t have felt them with self-exams. That conversation saved my life.”

Diagnosed only two days after transitioning from a contractor to a permanent role at TAFE Queensland, Jody found strong support in her new workplace, which she says made a huge difference in helping her navigate what lay ahead.

“Being in a work environment where I could have open conversations not only led me to get checked but also allowed me to prioritise my health after finding out,” she says.

“Once I was diagnosed, I had the flexibility to adjust my schedule – whether that meant taking lunch breaks earlier, rearranging my working hours for appointments, or using leave if I needed extended time off.“

The team really worked to support my needs throughout the entire process. Knowing things like my leave were being taken care of meant I could focus on what mattered.”

Whilst Jody was able to catch it early, local General Practitioner, Dr Jonathan Fenton, highlights how common it is for people to delay medical appointments due to job demands. In fact, according to a 2023 study by the Australian Institute of Health and Welfare, over half of Australians delay medical care due to work obligations.

“Early detection, through screenings and check-ups, can significantly improve health outcomes,” says Dr Jonathon.

“When diseases are diagnosed in their early stages, there are often more treatment options available, increasing the chances of successful outcomes. Early intervention can also slow down or even halt the progression of many diseases, preventing further complications and improving overall health and wellbeing.”

As the co-owner of Verve Men’s Clinic, Jonathan points out that men, in particular, are more likely to neglect their health — a pattern also supported by research on gender disparities in healthcare.

Owner of Verve Men’s Clinic Dr Jonathan Fenton says men are more likely to neglect their health

“In one study, only four in ten men visited their doctor in the previous year for preventative reasons,” he says.

“Several factors contribute to men’s tendency to delay health appointments and overlook health concerns. Traditional notions of masculinity often discourage men from seeking help, leading to a ‘tough it out’ mentality.

“Fear and denial can also play a significant role, with men avoiding medical attention due to fear of a diagnosis or a reluctance to acknowledge vulnerability, and a lack of awareness about health risks and the importance of preventative care.

“Discussions about men’s health and health in general in the workplace can help break down stigma, increase awareness, and encourage employees to take the time to address health problems when they arise, which reduces their risk of needing to take more time off work later for treatment or recovery.”

Director of Active HR, Rhett Stubbs, emphasises that employees are a company’s most valuable asset, and that implementing best-practice HR strategies, including health-focused policies, enhances both talent attraction and retention.

“Proactively positioning your company by designing a governance framework that supports employee health and wellbeing has a very positive impact,” Rhett says.

“In my almost 30 years as a HR practitioner, I’ve seen first-hand the divergence of difference between employers who ‘take’ and employers who ‘care’.

“I’ve never seen society more polarised, and for employers that creates a significant risk. Stress builds stress, and when people come to work stressed, it can be very detrimental to the company as a whole if it is not managed well.

“However, when employees feel their health is genuinely prioritised, engagement and productivity increases.

It makes a difference in attracting top talent, especially in North Queensland’s competitive labour market.”

While Employee Assistance Programs (EAPs) offer a foundation, many organisations are realising the need for more comprehensive and proactive initiatives. Options like health screenings, nutrition workshops, and flexible scheduling are now crucial in addressing employee wellbeing on multiple levels.

“These kinds of programs aren’t just ‘nice-to-haves’ anymore – they’re increasingly essential,” says James Jensen, a Functional Medical Practitioner and owner of natural health clinic, Hello Health.

James frequently delivers workplace health talks and collaborates with organisations to develop customised corporate health plans focused on both employee wellbeing and company profitability.

James Jensen, Functional Medical Practitioner and owner of Hello Health, delivering a corporate health talk to business owners and staff, sharing tips on how to prioritise health

“With most Australians spending about a third of their lives at work, employers have a unique opportunity and also a responsibility to proactively support their employees’ health,” he shares.

“In many workplaces, I meet employees who are stressed, sleep-deprived, and pushing through as if it’s just part of the job.

“When employees have access to information and support for health concerns like significant PMS symptoms, painful menstrual cycles, or sleep and weight challenges, it enhances their overall wellbeing and workplace performance.

“They feel healthier, more engaged, and work more effectively, which reduces unscheduled absences, boosts productivity, and ultimately benefits the organisation’s profitability.”

James emphasises that having a corporate health plan is critical for reducing presenteeism – when employees work despite illness – which costs Australian businesses an estimated $34 billion annually.

“Whilst there is still value in traditional services that employ coping strategies and counselling sessions, for many businesses this becomes too costly, and often takes employees away from their work for too long,” he says.

“A strong corporate health strategy instead boosts productivity and strengthens workplace culture by identifying key areas for improvement.

“By proactively addressing employee needs, it helps businesses identify and manage early signs of burnout before they escalate, saving time and resources in the long run and reducing the risk of extended absences or setbacks down the line.”

For Jody, this culture of care made a tangible difference when she returned to work part-time in November 2024 following her treatment. The ongoing flexibility has been invaluable, allowing her to prioritise her recovery while still easing back into her role.

Small, thoughtful gestures made a difference too – like the flowers and note on her first day back.

“The note read, ‘Take things at your own pace’. Those words meant more than the flowers themselves. Actions speak louder than words, and they demonstrate how valued I am,” Jody says.

“The reason I mention this is because sometimes there is a mentality that ‘everyone is replaceable,’ which can put pressure on people to return to work faster than they’re ready to – and that is in all different circumstances, not just illness.

“I’ve been fortunate to work in supportive environments, and I’ve always tried to promote that from a HR perspective as well. If you don’t support your employees, it’s hard to retain them. You don’t want to replace them – you want them back at work as soon as they’re able to.”

She urges businesses to reassess their approach to employee wellbeing, advocating for a work culture that prioritises support, flexibility, and open communication.

“For some people, work is all they have,” she adds. “The role of the workplace in supporting and aiding recovery should not be underestimated.

“To create a safe and healthy workplace culture, it’s essential to build an environment of trust where open discussions are encouraged, normalised and the humanity of people is put first.”

Picture of Georgie Desailly

Georgie Desailly

Georgie is BDmag’s resident writer who is passionate about entrepreneurship, sustainability and regional affairs. She spent time studying in New York City where she was trained by some of the world's leading journalists at The School of the New York Times.
Picture of Georgie Desailly

Georgie Desailly

Georgie is BDmag’s resident writer who is passionate about entrepreneurship, sustainability and regional affairs. She spent time studying in New York City where she was trained by some of the world's leading journalists at The School of the New York Times.