# Employee Wellbeing Training for Workplaces > Employee wellbeing training that builds awareness and practical skills for mental, physical and social wellbeing at work. Customised by Bodhih. Enquire today. - Source: https://bodhih.com/employee-wellbeing-training/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-10-15 - Contact: solutions@bodhih.com · +91 99000 11601 --- Employee wellbeing training that builds awareness and everyday skills, not quick fixes. Employees learn to understand and look after their mental, physical and social wellbeing, and managers learn to notice when someone is struggling, hold a supportive conversation and point them to the right professional help. ## At a glance - **Duration:** Recommended: half a day for employees plus a 1-day manager module, or 4 × 2-hour live virtual sessions - **Who it’s for:** All employees, with a dedicated track for people managers and HR - **Level:** Foundation - **Format:** In person · Live virtual · Blended - **Track record:** Since 2008 · 2,000+ companies Employee wellbeing training is an awareness and skills program that helps people understand the factors behind wellbeing at work and build habits to protect it. It covers mental health literacy, stress and energy, healthy boundaries and supportive conversations. Bodhih runs a half-day employee session plus a 1-day manager module, and the program is educational, not clinical. - Recommended: half a day for employees plus a 1-day manager module, or 4 × 2-hour live virtual sessions - Level: Foundation · In person · Live virtual · Blended - Designed with the ADDIE model and customised to your context - Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions **Also known as:** workplace wellbeing training, employee wellness training, mental health awareness training for employees, wellbeing workshop for employees **Where and how:** employee wellbeing training as an in-person workshop in [Bengaluru](https://bodhih.com/corporate-training-in-bangalore/), [Mumbai](https://bodhih.com/corporate-training-in-mumbai/), [Delhi NCR](https://bodhih.com/corporate-training-in-new-delhi/), [Gurugram](https://bodhih.com/corporate-training-in-gurugram/), [Hyderabad](https://bodhih.com/corporate-training-in-hyderabad/), [Chennai](https://bodhih.com/corporate-training-in-chennai/), [Pune](https://bodhih.com/corporate-training-in-pune/), [Kolkata](https://bodhih.com/corporate-training-in-kolkata/), [Ahmedabad](https://bodhih.com/corporate-training-in-ahmedabad/) and [Jaipur](https://bodhih.com/corporate-training-in-jaipur/); as a live online course; or delivered overseas in [Dubai](https://bodhih.com/corporate-training-in-dubai/), [Singapore](https://bodhih.com/corporate-training-in-singapore/) and across the Middle East, Asia and Africa. Last reviewed 15 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru ## Why wellbeing belongs in the capability plan Wellbeing affects focus, relationships, retention and the quality of work, yet many employees still hesitate to talk about it. Stigma, long hours and blurred boundaries in hybrid work make it easy for early warning signs to go unnoticed. Employee wellbeing training is one practical lever: it gives people a shared language, helps managers respond well and makes existing support easier to use. It works best alongside sensible workloads and professional services, not instead of them. > An estimated 12 billion working days are lost globally each year to depression and anxiety, costing about US$1 trillion in productivity. Source: [World Health Organization, Mental health at work fact sheet](https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work) > WHO recommends manager training in mental health, and mental health literacy training for workers to reduce stigma. Source: [World Health Organization, Mental health at work fact sheet](https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work) ## What participants will be able to do ### Understand wellbeing at work Describe the mental, physical, social and financial dimensions of wellbeing and how work affects each one. ### Build mental health literacy Recognise common signs of stress, anxiety and low mood, and use respectful, stigma-free language. ### Protect daily energy Apply small habits for sleep, movement, breaks and digital boundaries that fit a busy workday. ### Have a supportive conversation Use a simple notice, ask, listen and signpost approach when a colleague seems to be struggling. ### Know where help is Identify internal and external support, such as an EAP or qualified professionals, and how to access it. ### Shape healthier team habits For managers, agree team practices on workload, meetings and after-hours messages that support wellbeing. ## Who should attend - All employees who want practical, stigma-free awareness of wellbeing - People managers who want to support team members appropriately - HR business partners and wellbeing champions - Hybrid, remote and shift-based teams with blurred work boundaries - Organisations launching or refreshing a wellbeing strategy or EAP ## Program outline Recommended design, customised to your context after a short needs analysis. ### **Wellbeing at work: a shared language**Module 1 · 60 min - Dimensions of wellbeing: mental, physical, social, financial and purpose - The mental health continuum from thriving to struggling - Myths and facts about mental health at work ### **Mental health literacy**Module 2 · 90 min - Common signs of stress, burnout, anxiety and low mood - Stigma and how language shapes whether people seek help - Why awareness is not diagnosis: the limits of a non-professional role ### **Everyday habits that protect wellbeing**Module 3 · 90 min - Sleep, movement and nutrition basics for desk and shift workers - Digital boundaries and managing notifications - Micro-breaks, attention and recovery during the day - Personal wellbeing plan ### **Supportive conversations**Module 4 · 90 min - Notice, ask, listen, signpost: a simple conversation model - [Active listening](https://bodhih.com/active-listening-skills-training/) and what not to say - Role-plays with realistic, fictional workplace scenarios - Confidentiality, boundaries and when to escalate ### **The manager's role (managers and HR)**Module 5 · 2 hours - WHO guidance on manager training for mental health, in practical terms - Spotting changes in performance and behaviour early - Workload conversations, reasonable adjustments and return-to-work check-ins - Team norms on meetings, response times and time off ### **Using the support around you**Module 6 · 45 min - Mapping your organisation's EAP, policies and helplines - Encouraging someone to seek professional help - Self-care for people who support others ## Sample training plan: 1.5-day hands-on design This design gives employees a shared, stigma-free language for wellbeing and gives managers the skills to respond well. The employee half-day covers the dimensions of wellbeing, mental health literacy, small daily habits and a simple notice, ask, listen and signpost conversation. The manager day goes deeper: spotting early changes, workload and return-to-work conversations, and team norms. The capstone is a manager conversation lab with fictional scenarios. Throughout, participants map where the EAP and qualified professionals fit. 70% hands-on practice · 10 contact hours · Cohort: Up to 30 employees per half-day; 12–20 managers per manager day · In person · Live virtual ### Half-day · All employees: A shared language for wellbeing Employees can talk about wellbeing without stigma, protect their own daily energy and know how to support a colleague and where to find help. 1. 09:30–09:55 · Battery check (Energiser) 2. 09:55–10:40 · Myths, facts and the continuum (Concept burst) 3. 10:40–11:20 · Signs, not diagnosis (Case clinic) 4. 11:35–12:15 · Small habits, real days (Build sprint) 5. 12:15–13:00 · Notice, ask, listen, signpost (Role-play) ### Day 2 · Managers and HR: The manager's role in wellbeing Managers can spot early changes, hold supportive and workload conversations, manage return to work and set team norms, while knowing when to involve HR or professionals. 1. 09:30–10:00 · The week in messages (Energiser) 2. 10:00–10:45 · What good support looks like (Concept burst) 3. 11:00–12:00 · Spotting change early (Case clinic) 4. 12:00–13:00 · The workload conversation (Role-play) 5. 13:45–14:30 · Back to work, well (Demo & practice) 6. 14:30–15:15 · Know your support map (Group challenge) 7. 15:30–16:30 · Manager conversation lab (Simulation) 8. 16:30–17:30 · Team norms and 90-day plan (Action planning) Recommended: a half-day for all employees (09:30–13:00) plus a 1-day manager and HR module (09:30–17:30), or 4 × 2-hour live virtual sessions; awareness and skills training, not therapy or clinical advice. A sample design: every Bodhih program is customised after a short needs analysis. ### How long is employee wellbeing training? The recommended design is a half-day for all employees plus a one-day module for managers and HR, or four live virtual sessions of two hours each. It is awareness and skills training, not therapy, and it signposts the EAP and qualified professionals throughout. ### What activities are included in employee wellbeing training? Employees do a wellbeing battery check, rewrite stigmatising phrases, spot signs in fictional cases, build a realistic habits plan and practise a notice, ask, listen and signpost conversation. Managers review their own message patterns, practise workload and return-to-work conversations and rotate through a conversation lab with fictional scenarios. ## How we deliver it ### Education, not therapy Sessions are designed and facilitated as awareness and skills training, with no diagnosis or counselling, and personal sharing is always optional. ### Linked to your support system In the ADDIE Analyse phase we map your EAP, policies and helplines so the content points people to real, available help. ### Safe, practical role-play Managers practise supportive conversations using realistic but fictional scenarios, so practice is useful without exposing anyone's situation. ### Short, repeatable formats Bite-sized sessions and refreshers suit shift and hybrid teams, and can be reinforced through [e-learning](https://bodhih.com/e-learning-content-development/) on Bodhih.org. ## Tailored versions ### For people managers and HR An extended track on supportive conversations, workload reviews, return-to-work check-ins and knowing when to involve HR or professional support. ### For shift, hybrid and remote teams Covers sleep and routines for night and rotating shifts, isolation in remote work and healthy boundaries across time zones. ### For wellbeing champions Prepares volunteers to run awareness activities and signpost colleagues to help, with clear limits on their role. ## How we measure impact We follow the ADDIE Evaluate stage with measures that respect privacy, so participants complete short, anonymous pre and post surveys on wellbeing knowledge, confidence to hold supportive conversations and awareness of available help. Managers report on team practices adopted at 30, 60 and 90 days and, with your consent, HR can track aggregated indicators such as EAP awareness, leave patterns and engagement survey wellbeing items. We never collect individual health information. AA Pair this program with [AssessAll](https://assessall.com), Bodhih’s AI assessment platform, for pre- and post-program skill measurement. ## Frequently asked questions ### What is employee wellbeing training? Employee wellbeing training is an awareness and skills program that helps people understand what affects their wellbeing at work and how to protect it. It usually covers mental health literacy, stress and energy, healthy boundaries and how to support colleagues. It is educational, not clinical, and works best as part of a wider approach that includes sensible workloads and professional support. ### Does this program replace professional mental health support? No, this program does not replace professional mental health support, counselling, therapy or medical care; it builds awareness and practical skills, and helps people recognise when to seek qualified help. Our facilitators are trainers, not clinicians, and they do not diagnose or treat anyone. We encourage organisations to pair the training with an EAP or access to licensed mental health professionals. ### What topics should wellbeing training cover? Useful topics include the dimensions of wellbeing, recognising signs of stress and burnout, reducing stigma, sleep and energy habits, digital boundaries, supportive conversations and how to access help. Managers also need guidance on workload, adjustments and return-to-work conversations. We finalise topics after a needs analysis, so the program fits your workforce, policies and existing support options. ### How can managers support employee mental health? Managers can notice changes early, check in privately and listen without judging or trying to diagnose. They can adjust workload or deadlines where possible, protect time off and signpost professional support such as an EAP. Their own example matters too: realistic expectations, respectful meetings and not sending late-night messages that imply an instant reply is needed. ### Is it safe to discuss mental health in a workshop? Yes, when it is handled carefully: we set clear ground rules on confidentiality, use fictional case studies for practice and never ask anyone to share personal experiences, and participants can step out at any time. Facilitators share details of your support services at the start and end, so anyone affected by the topic knows where to go. ### How do you measure the impact of employee wellbeing training? We measure changes in knowledge, confidence and behaviour, not individual health, and anonymous pre and post surveys track understanding and willingness to seek or offer help. Managers report on team practices adopted over 90 days. With your consent, HR can look at aggregated trends such as EAP awareness, engagement survey wellbeing scores and leave patterns across participating groups. ### Can the program be run for large or distributed workforces? Yes. For large rollouts we recommend short [live virtual](https://bodhih.com/live-virtual-classes/) sessions for employees, a longer manager module and e-learning refreshers on Bodhih.org. Sessions can be scheduled across shifts and time zones, and we can deliver in person at your locations in India and the other regions Bodhih serves, with master trainers travelling from Bengaluru.