As workplaces evolve, so do employee expectations. Today’s workforce is looking beyond paychecks toward environments that actively support their mental, physical, and emotional well being. Organisations that prioritise wellness see clear benefits: stronger employee engagement, higher productivity, better employee retention, and a healthier, more motivated team.
In this article, we explore what wellness benefits are, why they matter, and the key areas employers in Malaysia should focus on. You’ll also find examples of employee wellness programs that help create workplaces where people feel valued, and empowered to perform at their best.
Wellness benefits refer to initiatives and programs designed to support the well being of employees. They address the key dimensions of employee wellness, including mental, physical, emotional, social, and occupational well being.
When incorporated as part of a broader employee wellness strategy, wellness benefits help create a culture of health. This creates positive outcomes for employees, as well as the management and organisation as a whole.
The advantages of implementing wellness benefits are wide-ranging. For employees, these initiatives can bring about positive outcomes such as:
For employers, the advantages of implementing wellness benefits include:
There isn’t a straightforward answer to this question, as the tax implications for wellness benefits may vary depending on the context.
Wellness benefits are generally considered to be benefits-in-kind (BIK). Also known as employee perks or fringe benefits, BIK refers to non-monetary benefits that are provided to employees on top of their salary. Some examples of BIK include gym memberships, access to recreational facilities, health coaching, health screenings, smoking cessation programs, complimentary meals, and medical benefits.
Yes, BIKs are generally taxable for employees in Malaysia. These are considered part of an employee’s gross income, and are subject to personal income tax.
However, there are exceptions where specific BIKs are exempt from tax. Examples include medical and dental benefits, childcare facilities, complimentary meals and beverages, and free transportation between a pickup point or home and the workplace.
But it’s not just the type of wellness benefits; the context in which these benefits are provided matters too.
For example, certain benefits may be exempt from tax if they are offered to all employees — instead of being accessible to only a select group of individuals, such as the management team. Further information on BIKs and its tax implications are included in the public ruling document published by the Inland Revenue Board of Malaysia.
If you’re looking to implement scalable wellness programs, partners like ThoughtFull can help you navigate both employee impact and compliance clarity.
The key factors employers need to be aware of are:
As you build out your employee wellness strategy, consider how personalised, evidence-based digital mental health support can transform employee engagement and outcomes for your organisation. Partners like ThoughtFull offer solutions that are tailored specifically to your needs, so you can create a program that works for your people and business.
To design meaningful wellness initiatives, it’s essential to understand the evolving challenges facing today’s workforce.
In Malaysia, mental health concerns like burnout are rising rapidly, while chronic illnesses and financial pressures continue to impact well being. Understanding these trends help employers design benefits that are relevant, timely, and impactful.
Chronic diseases such as diabetes, hypertension, and cardiovascular disease have been a growing public health concern in the Southeast Asian region. In Malaysia, about 8% of the adult population — or 1.7 million adults — have risk factors for diabetes, hypertension, and hypercholesterolemia.1
According to Employment Hero’s 2024 Wellness at Work Report, 67% of employees in Malaysia reported feeling burnt out. This is a 17% increase from 2022, where 58% of employees reported feeling burnt out.2
WTW’s 2024 Wellbeing Diagnostic Survey showed that employees are calling for more support with financial well being (57%). Other key areas of well being where employees require more support include physical health (46%) and emotional well being (41%).3
Hiredly’s Work Culture Report highlights the importance that employees place on career growth. Out of 71% of employees that plan to resign, 59% indicate that it’s due to a lack of career opportunities. 69% of employees from the same group reported that they would stay in their jobs if they were given better career and promotion opportunities.4
Implications for employers in Malaysia:
These trends highlight the critical areas employers should prioritise when shaping their employee wellness strategies. In the following section, we’ll explore the key wellness dimensions you should address to effectively meet the evolving needs of your workforce.
A well-designed employee wellness strategy addresses the diverse needs of your workforce. In Malaysia, where employees face rising health risks, financial pressures, and career concerns, organisations can create a meaningful impact by offering benefits across five key dimensions of well being.
Mental wellness benefits are designed to support the psychological, emotional, and social well being of employees. These initiatives equip individuals with the tools and knowledge they need to manage workplace stress, navigate challenges, and maintain a healthy state of mind.
In addition to strengthening the mental health of employees, mental wellness benefits generate positive outcomes for employers as well. A workplace mental health survey from the Society for Human Resource Management (SHRM) and Otsuka America Pharmaceutical, Inc. found that:
Examples of mental wellness benefits employers may implement:
Physical wellness relates to an employee’s physical health, including their fitness levels, sleep quality, energy, diet, and other key aspects of their daily lives. Physical wellness benefits aim to strengthen these areas by encouraging regular physical activity, promoting healthy eating habits, and providing access to preventive health care that can help identify potential health issues early.
Physical wellness support often contributes to improved mental well being. These initiatives help employees feel more energised, focused, and resilient — as shown by the Desk Break Experiment. Led by Dr. Brendon Stubbs from King’s College London, the experiment demonstrated how office workers can benefit from adding just 15 minutes of movement into their workday.
Over the course of a single week, participants reduced stress levels by 14.7%, increased productivity by 33.2%, and improved focus by 28.6%. They also reported feeling 33.3% more relaxed and 28.6% calmer and more resilient. The impacts extended beyond personal wellness — 79.2% of participants said they would feel more loyal to their employers if they were offered regular movement breaks.6
Examples of physical wellness benefits employers may implement:
Emotional wellness refers to how individuals manage their emotions, navigate challenges, and communicate effectively. It also includes achieving a sense of work-life balance — where employees feel they can handle their responsibilities without negatively impacting other areas of their lives.
While there’s overlap between mental and emotional wellness, these two dimensions are not exactly the same. Emotional health centers on the ability to regulate moods and manage emotions, while mental health encompasses overall psychological well being.
When implemented effectively, emotional wellness benefits can boost job satisfaction, reduce turnover, and help prevent employee burnout. They also enhance psychological safety, foster healthier team dynamics, and build a more empathetic culture.
Examples of emotional wellness benefits employers may implement:
Financial wellness refers to an employee’s financial stability, and whether they have the knowledge and resources needed to manage their finances confidently. Financial wellness benefits are initiatives that help support and educate employees on personal finance, empowering them to build a healthier financial future.
When employees are stressed about their finances, they tend to become distracted and disengaged at work, making it difficult to focus and lowering productivity. In contrast, when employees receive adequate financial support and are not struggling with money concerns, they are less preoccupied and better able to stay focused. This leads to improved productivity and employee engagement.
Employers also benefit from increased employee retention and loyalty. According to PwC’s 2023 Employee Financial Wellness Survey, employees who are not financially stressed are five times less likely to look for a new job and are more likely to see a career path at their current company.7
Examples of financial wellness benefits employers may implement:
Occupational wellness refers to an employee’s sense of purpose in their work and their positive connection with colleagues, employers, and the organisation as a whole. To strengthen this, occupational wellness initiatives are designed to help employees grow in their careers while feeling supported in the workplace.
These may include mentorship programs, leadership training, career development pathways, and upskilling opportunities. Making mental health support easily accessible to your workforce, through incorporating digital platforms like ThoughtFull also helps create a more supportive work environment.
When employees have a strong sense of occupational wellness, they tend to be more productive, engaged in team conversations, and eager to pursue career development opportunities. For employers, this leads to greater employee engagement, increased creativity and innovation, and reduced turnover.
Examples of occupational wellness benefits employers may implement:
By understanding the diverse wellness needs of employees in Malaysia and addressing them through targeted interventions, organisations can build healthier and more resilient teams.
In the next section, we'll explore how to implement comprehensive wellness programs effectively; supported by platforms like ThoughtFull that are designed to simplify mental health for your growth.
Employee wellness programs are structured, company-wide initiatives designed to support well being across multiple areas.
Wellness programs go beyond standalone benefits like gym memberships or mental health apps. They integrate policies, resources, and workplace culture to build an environment that supports employee well being across all dimensions. Understanding this difference helps employers design more effective wellness strategies.
To understand how wellness programs can be put into practice, let’s look at how leading organisations design and implement wellness initiatives that address the full spectrum of employee well being.
LinkedIn has built its comprehensive workplace wellness program around six principles: thoughts, breathing, nutrition, movement, rest and hydration. The organisation takes a holistic approach to well being, helping employees to be their best by meeting them where they are.
The program includes access to on-site fitness centres, mindfulness lounge areas, programs to help employees focus on their breathing, and healthy food and beverage options. It also encourages movement through ergonomics, such as standing desks and strategically placed printers, as well as through walking meetings.8
Microsoft’s wide-ranging employee wellness program addresses multiple dimensions of well being. The organisation offers diverse wellness benefits for employees, including:
Deloitte’s approach to employee mental health is anchored by leadership. Through its Leaders that Walk the Talk initiative, Deloitte trains and empowers leaders to actively champion well being across teams.
This includes encouraging open conversations through conducting awareness workshops and seminars, with senior leaders championing these initiatives, as well as through its “Are You Okay?” campaign. The organisation also equips partners and directors with Mental Health First Aid training to guide employees who struggle with mental health issues.10
StarHub recognised a growing need to support employee mental well being, particularly in the wake of the pandemic. They chose ThoughtFull for our holistic approach, easy accessibility, and measurable mental health outcomes, key differentiators that set us apart from traditional providers.
Through the ThoughtFull app, employees gained personalised support when they needed it most. The results were clear: 53% reported greater self-awareness, and 47% became more proactive in managing their mental health.
By implementing comprehensive wellness programs, organisations can create a healthier, more engaged, and resilient workforce. From mental health support to career development and physical well being, the right wellness initiatives enable employees to thrive — and help businesses succeed.
To learn how ThoughtFull can support your organisation’s wellness goals with tailored mental health solutions, get in touch with our team today. Let’s build a workplace where every individual feels supported, valued, and equipped to reach their full potential.
Sources:
As workplaces evolve, so do employee expectations. Today’s workforce is looking beyond paychecks toward environments that actively support their mental, physical, and emotional well being. Organisations that prioritise wellness see clear benefits: stronger employee engagement, higher productivity, better employee retention, and a healthier, more motivated team.
In this article, we explore what wellness benefits are, why they matter, and the key areas employers in Malaysia should focus on. You’ll also find examples of employee wellness programs that help create workplaces where people feel valued, and empowered to perform at their best.
Wellness benefits refer to initiatives and programs designed to support the well being of employees. They address the key dimensions of employee wellness, including mental, physical, emotional, social, and occupational well being.
When incorporated as part of a broader employee wellness strategy, wellness benefits help create a culture of health. This creates positive outcomes for employees, as well as the management and organisation as a whole.
The advantages of implementing wellness benefits are wide-ranging. For employees, these initiatives can bring about positive outcomes such as:
For employers, the advantages of implementing wellness benefits include:
There isn’t a straightforward answer to this question, as the tax implications for wellness benefits may vary depending on the context.
Wellness benefits are generally considered to be benefits-in-kind (BIK). Also known as employee perks or fringe benefits, BIK refers to non-monetary benefits that are provided to employees on top of their salary. Some examples of BIK include gym memberships, access to recreational facilities, health coaching, health screenings, smoking cessation programs, complimentary meals, and medical benefits.
Yes, BIKs are generally taxable for employees in Malaysia. These are considered part of an employee’s gross income, and are subject to personal income tax.
However, there are exceptions where specific BIKs are exempt from tax. Examples include medical and dental benefits, childcare facilities, complimentary meals and beverages, and free transportation between a pickup point or home and the workplace.
But it’s not just the type of wellness benefits; the context in which these benefits are provided matters too.
For example, certain benefits may be exempt from tax if they are offered to all employees — instead of being accessible to only a select group of individuals, such as the management team. Further information on BIKs and its tax implications are included in the public ruling document published by the Inland Revenue Board of Malaysia.
If you’re looking to implement scalable wellness programs, partners like ThoughtFull can help you navigate both employee impact and compliance clarity.
The key factors employers need to be aware of are:
As you build out your employee wellness strategy, consider how personalised, evidence-based digital mental health support can transform employee engagement and outcomes for your organisation. Partners like ThoughtFull offer solutions that are tailored specifically to your needs, so you can create a program that works for your people and business.
To design meaningful wellness initiatives, it’s essential to understand the evolving challenges facing today’s workforce.
In Malaysia, mental health concerns like burnout are rising rapidly, while chronic illnesses and financial pressures continue to impact well being. Understanding these trends help employers design benefits that are relevant, timely, and impactful.
Chronic diseases such as diabetes, hypertension, and cardiovascular disease have been a growing public health concern in the Southeast Asian region. In Malaysia, about 8% of the adult population — or 1.7 million adults — have risk factors for diabetes, hypertension, and hypercholesterolemia.1
According to Employment Hero’s 2024 Wellness at Work Report, 67% of employees in Malaysia reported feeling burnt out. This is a 17% increase from 2022, where 58% of employees reported feeling burnt out.2
WTW’s 2024 Wellbeing Diagnostic Survey showed that employees are calling for more support with financial well being (57%). Other key areas of well being where employees require more support include physical health (46%) and emotional well being (41%).3
Hiredly’s Work Culture Report highlights the importance that employees place on career growth. Out of 71% of employees that plan to resign, 59% indicate that it’s due to a lack of career opportunities. 69% of employees from the same group reported that they would stay in their jobs if they were given better career and promotion opportunities.4
Implications for employers in Malaysia:
These trends highlight the critical areas employers should prioritise when shaping their employee wellness strategies. In the following section, we’ll explore the key wellness dimensions you should address to effectively meet the evolving needs of your workforce.
A well-designed employee wellness strategy addresses the diverse needs of your workforce. In Malaysia, where employees face rising health risks, financial pressures, and career concerns, organisations can create a meaningful impact by offering benefits across five key dimensions of well being.
Mental wellness benefits are designed to support the psychological, emotional, and social well being of employees. These initiatives equip individuals with the tools and knowledge they need to manage workplace stress, navigate challenges, and maintain a healthy state of mind.
In addition to strengthening the mental health of employees, mental wellness benefits generate positive outcomes for employers as well. A workplace mental health survey from the Society for Human Resource Management (SHRM) and Otsuka America Pharmaceutical, Inc. found that:
Examples of mental wellness benefits employers may implement:
Physical wellness relates to an employee’s physical health, including their fitness levels, sleep quality, energy, diet, and other key aspects of their daily lives. Physical wellness benefits aim to strengthen these areas by encouraging regular physical activity, promoting healthy eating habits, and providing access to preventive health care that can help identify potential health issues early.
Physical wellness support often contributes to improved mental well being. These initiatives help employees feel more energised, focused, and resilient — as shown by the Desk Break Experiment. Led by Dr. Brendon Stubbs from King’s College London, the experiment demonstrated how office workers can benefit from adding just 15 minutes of movement into their workday.
Over the course of a single week, participants reduced stress levels by 14.7%, increased productivity by 33.2%, and improved focus by 28.6%. They also reported feeling 33.3% more relaxed and 28.6% calmer and more resilient. The impacts extended beyond personal wellness — 79.2% of participants said they would feel more loyal to their employers if they were offered regular movement breaks.6
Examples of physical wellness benefits employers may implement:
Emotional wellness refers to how individuals manage their emotions, navigate challenges, and communicate effectively. It also includes achieving a sense of work-life balance — where employees feel they can handle their responsibilities without negatively impacting other areas of their lives.
While there’s overlap between mental and emotional wellness, these two dimensions are not exactly the same. Emotional health centers on the ability to regulate moods and manage emotions, while mental health encompasses overall psychological well being.
When implemented effectively, emotional wellness benefits can boost job satisfaction, reduce turnover, and help prevent employee burnout. They also enhance psychological safety, foster healthier team dynamics, and build a more empathetic culture.
Examples of emotional wellness benefits employers may implement:
Financial wellness refers to an employee’s financial stability, and whether they have the knowledge and resources needed to manage their finances confidently. Financial wellness benefits are initiatives that help support and educate employees on personal finance, empowering them to build a healthier financial future.
When employees are stressed about their finances, they tend to become distracted and disengaged at work, making it difficult to focus and lowering productivity. In contrast, when employees receive adequate financial support and are not struggling with money concerns, they are less preoccupied and better able to stay focused. This leads to improved productivity and employee engagement.
Employers also benefit from increased employee retention and loyalty. According to PwC’s 2023 Employee Financial Wellness Survey, employees who are not financially stressed are five times less likely to look for a new job and are more likely to see a career path at their current company.7
Examples of financial wellness benefits employers may implement:
Occupational wellness refers to an employee’s sense of purpose in their work and their positive connection with colleagues, employers, and the organisation as a whole. To strengthen this, occupational wellness initiatives are designed to help employees grow in their careers while feeling supported in the workplace.
These may include mentorship programs, leadership training, career development pathways, and upskilling opportunities. Making mental health support easily accessible to your workforce, through incorporating digital platforms like ThoughtFull also helps create a more supportive work environment.
When employees have a strong sense of occupational wellness, they tend to be more productive, engaged in team conversations, and eager to pursue career development opportunities. For employers, this leads to greater employee engagement, increased creativity and innovation, and reduced turnover.
Examples of occupational wellness benefits employers may implement:
By understanding the diverse wellness needs of employees in Malaysia and addressing them through targeted interventions, organisations can build healthier and more resilient teams.
In the next section, we'll explore how to implement comprehensive wellness programs effectively; supported by platforms like ThoughtFull that are designed to simplify mental health for your growth.
Employee wellness programs are structured, company-wide initiatives designed to support well being across multiple areas.
Wellness programs go beyond standalone benefits like gym memberships or mental health apps. They integrate policies, resources, and workplace culture to build an environment that supports employee well being across all dimensions. Understanding this difference helps employers design more effective wellness strategies.
To understand how wellness programs can be put into practice, let’s look at how leading organisations design and implement wellness initiatives that address the full spectrum of employee well being.
LinkedIn has built its comprehensive workplace wellness program around six principles: thoughts, breathing, nutrition, movement, rest and hydration. The organisation takes a holistic approach to well being, helping employees to be their best by meeting them where they are.
The program includes access to on-site fitness centres, mindfulness lounge areas, programs to help employees focus on their breathing, and healthy food and beverage options. It also encourages movement through ergonomics, such as standing desks and strategically placed printers, as well as through walking meetings.8
Microsoft’s wide-ranging employee wellness program addresses multiple dimensions of well being. The organisation offers diverse wellness benefits for employees, including:
Deloitte’s approach to employee mental health is anchored by leadership. Through its Leaders that Walk the Talk initiative, Deloitte trains and empowers leaders to actively champion well being across teams.
This includes encouraging open conversations through conducting awareness workshops and seminars, with senior leaders championing these initiatives, as well as through its “Are You Okay?” campaign. The organisation also equips partners and directors with Mental Health First Aid training to guide employees who struggle with mental health issues.10
StarHub recognised a growing need to support employee mental well being, particularly in the wake of the pandemic. They chose ThoughtFull for our holistic approach, easy accessibility, and measurable mental health outcomes, key differentiators that set us apart from traditional providers.
Through the ThoughtFull app, employees gained personalised support when they needed it most. The results were clear: 53% reported greater self-awareness, and 47% became more proactive in managing their mental health.
By implementing comprehensive wellness programs, organisations can create a healthier, more engaged, and resilient workforce. From mental health support to career development and physical well being, the right wellness initiatives enable employees to thrive — and help businesses succeed.
To learn how ThoughtFull can support your organisation’s wellness goals with tailored mental health solutions, get in touch with our team today. Let’s build a workplace where every individual feels supported, valued, and equipped to reach their full potential.
Sources:
