From engagement scores and absenteeism to benefits takeup and employee satisfaction, employers today have access to a wealth of data, but numbers alone don’t create a great workplace. For HR leaders, the challenge is to translate that data into meaningful, human-centred change.YuLife's What Employees Want: Workplace Wellbeing Trends 2025 report found that while wellbeing initiatives have expanded, many employees remain sceptical about their impact. Only 35% of employees feel their employer is effectively bridging the wellbeing gap left by stretched healthcare systems, and only 17% would ‘strongly recommend’ their employer based on its current wellbeing efforts. The data is clear: measuring wellbeing isn’t enough and employers must act on it.From data to action: bridging the wellbeing gapMany organisations still struggle to move from simply tracking employee wellbeing to actually transforming it. While we now have a wealth of AI-driven analytics and real-time engagement tools that are revolutionising workplace wellbeing, the focus must ultimately remain on people, not just numbers.Debra Clarke, Head of Wellbeing at Towergate Insurance, who contributed to our Workplace Wellbeing Trends report, believes this new wave of data available to businesses will help drive this agenda. “What we're going to see is data becoming more important,” she says. “It enables us to finally get wellbeing on the agenda with a measurable KPI.”However, one of the key challenges is that many companies have access to the right data but aren’t using it effectively. Data can highlight early warning signs of stress and disengagement, for example, but if organisations don’t integrate these insights into actionable wellbeing initiatives, they remain just numbers on a report.“You've got to, as a business, really understand what your drivers are,” Debra adds. “Is it to reduce absenteeism, is it to improve productivity? Is it to help with your option rate? And if so, you then need to work out how you can measure that. Where are the gaps? And then you must make sure you fill them, whether that's with employee surveys, with data from your providers—what is it that you are missing?”The shift from passive benefits to proactive interventions is already happening. AI is being used to identify early warning signs of stress, burnout, and health risks based on behavioural trends, enabling HR teams to step in before issues escalate.But, as Debra says, it’s going to take a bold move for companies to think about what good they can actually do with this technology.“With the NHS under strain and rising costs from lifestyle-related conditions such as diabetes and obesity, businesses have a role to play in bridging that gap,” Debra explains. “If we look at how pensions became a mandatory employer responsibility, I wouldn’t be surprised if we see something similar in workplace wellbeing in the future."Harnessing data for early interventionInstead of waiting for employees to self-report stress or burnout, new AI-driven predictive models can detect patterns that suggest potential health concerns, whether that’s fluctuations in engagement levels, declining physical activity, or increased absenteeism.The goal for employers isn’t just to identify risks but to provide personalised pathways to support. Rather than overwhelming your employees with generic wellbeing resources, modern HR tools can suggest tailored interventions, from nudging an employee towards a stress-relief programme to offering financial wellness coaching if salary concerns are flagged as a stressor.This shift to proactive preventions is especially urgent given the state of workplace health in the UK. Research highlights a sharp rise in long-term sickness due to mental health issues, costing the economy £45 billion annually. Yet despite these risks, many companies remain reactive rather than proactive.“We know there is a health and wellbeing gap between what the NHS can provide and what employers can offer,” says YuLife Head of People Katie Howarth. “By providing Group Health Insurance, access to a Virtual GP, mental health support, and tech that builds healthy habits, employers can go a long way towards supporting the physical and mental health of employees while taking the pressure off the NHS.”Why wellbeing data must be human-centredFor all the benefits of AI and real-time analytics, data must never replace human judgement and connection. Employees don’t just want automated nudges or dashboards—they want real support, meaningful policies, and workplaces that prioritise their wellbeing."I think sometimes senior management sets out company values and says, ‘This is who we are,’ but it doesn’t align with the actual culture,” says Alys Martin, People Director at What3Words. “Employees see through it when there are silos, cliques, or contradictions between stated values and real behaviour. “Authenticity is critical—people need to feel that their workplace is genuine. If leadership is transparent and acknowledges challenges, employees can make an informed choice to opt in or out, and those who buy into it feel truly connected."The best wellbeing strategies must be actionable, inclusive, and embedded in your company culture. YuLife’s research found that employees are increasingly comparing workplaces based on wellbeing support, with flexible working and mental health provisions ranking as people’s top priorities. "As an employer, if you can be flexible around things and accept people have got their own lives and other responsibilities, I think that's where you can also build in engagement and wellbeing," Alys adds. "When your people feel more empowered to manage their own lives, they will manage their work better."Indeed, YuLife’s Workplace Wellbeing Trends report found that companies that don’t align wellbeing with employee needs risk higher turnover and disengagement.The business case for proactive wellbeingWellbeing initiatives that only focus on reactive care miss the bigger picture. The future of workplace wellbeing lies in preventative strategies that help employees stay healthy before issues arise, and, yes, this is great for your employees—but it also makes great financial sense. Our Workplace Wellbeing Trends report found that employees with strong wellbeing were 2.5x more likely to stay in their jobs, reducing turnover and all the associated recruitment costs."We really need to go back to why businesses first invested in private medical insurance—it wasn’t just about individual health, but about getting employees back to work quickly,” Debra says. “Lately, there’s been such a strong focus on personal wellbeing rights that we’ve lost sight of the business need. “Private medical insurance and Income Protection aren't just about covering costs; they’re about rehabilitation and recovery, ensuring employees return to work healthier and more productive. The insurance payout is only half the story—the real value is in helping people recover faster and stay well."Beyond retention, wellbeing data can also help businesses:Reduce sick leave costs by identifying early risksImprove productivity by building a more resilient workforceBuild stronger employer branding in a competitive talent marketWhen wellbeing is embedded into the DNA of an organisation, it transforms from a perk into a strategic advantage.“While wellbeing benefits may not be a deal-breaker, they can be the deciding factor when choosing between two options,” Debra says. “Employers offering preventative wellbeing support—whether that’s gym discounts or proactive health programmes—do have a competitive advantage. A new era for workplace wellbeingData has the power to transform workplace wellbeing, but only if it’s used effectively. AI-powered insights can help companies move from reactive benefits to proactive wellbeing strategies, personalising support and ensuring employees get the help they need before burnout sets in.The companies that will thrive in 2025 won’t be those that simply track wellbeing metrics of their team. They’ll be the ones that act on them, ensuring their workplaces are not just inclusive, but genuinely supportive.The question for HR leaders isn’t “What data do we have?”—it’s “How do we use it to make a real difference?”About YuLifeYuLife is working to reimagine the insurance industry by protecting lives, rewarding living and inspiring life. We’re on a mission to transform traditional insurance into a life-enhancing experience each employee will value and use daily. How does it work? Our award-winning app uses behavioural science and game mechanics to reward your people for living well while offering protection in case of crisis. And with our top-rated employee assistance programme, your team gets access to mental, financial and social support, virtual GPs, nutritionists, life coaches and more to help them live their best lives.Because we believe that your employees should benefit from their insurance from day one — and that wellbeing should be accessible every day, for everyone.Request a demo for your team today.