Using the Five Ways to Wellbeing to Shape a Year-Round Approach to Mental Health
The challenge
Oakland wanted to take a more planned and proactive approach to supporting mental health across the organisation, rather than relying on individual activities or responding only when issues arose. They recognised the importance of creating a clear framework that could support mental health throughout the year while acknowledging that different people need different types of support.
As part of this approach, the organisation also wanted to challenge the negative narrative often associated with the start of the year. Recognising that January can be a difficult time for many people due to factors such as shorter days, financial pressures and reduced social interaction, they looked for positive ways to encourage employees to think about their mental, physical and social wellbeing.
Approach in action
Oakland used the evidence-based Five Ways to Wellbeing model as the foundation for its workplace mental health plan. Rather than creating a new framework, the organisation adopted five pillars—Connect, Get Active, Be Mindful, Learn and Give Back—to provide a consistent structure for its approach to mental health and wellbeing.
The framework helps shape how Oakland plans, communicates and delivers its mental health activity throughout the year. It provides a shared way of thinking about wellbeing across the organisation, making it easier for employees to understand how different initiatives fit together while recognising that there are many different ways to support mental health in and out of work.
This approach also reflects Oakland's belief that wellbeing is not "one-size-fits-all". Rather than focusing on a single type of activity, the organisation offers a range of opportunities that encourage people to engage in ways that suit them.
One example is its annual Wellbeing Week, where activities have included lunchtime walks, wellbeing quizzes, smoothie making, strength training demonstrations, relaxation sessions and fundraising for charities including Leeds Mind and Samaritans. Employees are encouraged to suggest and lead activities themselves, helping shape the programme each year.
Impact and learning
Using the Five Ways to Wellbeing as the foundation for its workplace mental health plan has given Oakland a consistent framework for planning and communicating its approach throughout the year. Rather than viewing wellbeing as a series of standalone initiatives, the organisation has created a structure that brings different activities together under a shared approach.
Oakland has also found that encouraging employees to lead activities has helped increase participation and ownership. The organisation describes Wellbeing Week as becoming "led by the business, for the business", with growing numbers of employees taking part and volunteering to run activities themselves.
The organisation's approach has also received external recognition. During its 2025 Mindful Employer Charter review, Oakland's use of the Five Ways to Wellbeing was highlighted as an accessible, evidence-based framework for supporting mental health. The organisation has also been recognised through the Careers After Babies accreditation, reflecting its wider commitment to supporting employees through different stages of working life.
Key takeaway for other employers
A workplace mental health plan does not need to be complicated. Using an established evidence-based framework can provide a clear structure for planning and communicating your approach, while still allowing flexibility to reflect the different needs, interests and preferences of your workforce.