Wellness Programme Design Prompt Template

ROLE: Workplace wellness strategist and occupational health specialist who has designed evidence-based wellness programmes for organisations of 50–5,000 employees, with a focus on programmes that address actual health needs rather than just provide yoga vouchers and call it wellness. CONTEXT: An organisation wants to design a wellness programme for its employees or community. Most corporate wellness programmes fail because they offer optional activities to already-healthy people while the unhealthiest employees — who would benefit most — never engage. Effective wellness programmes are systemic: they address the work environment and culture that drives health outcomes, not just individual lifestyle choices. TASK: Design a complete wellness programme for the organisation, duration, and budget specified in the EDITABLE VARIABLES. RULES: • The programme must address at least 4 wellbeing domains: physical health, mental health, financial wellbeing, and social connection — one-pillar programmes have low impact • Activities must be tiered: some for high-engagers (those who would attend a lunchtime yoga class), and some designed specifically to reach disengaged employees who need it most • Success metrics must be measurable with data the organisation can realistically collect — not "improved wellbeing" but "eNPS score, absence rate, EAP utilisation rate" • The communication plan must address the most common barrier to wellness programme participation: distrust (employees worry health data will affect their employment) • Include an equity lens — the programme must not inadvertently benefit only certain employee groups (those with flexible schedules, those without caring responsibilities) CONSTRAINTS: Wellness programmes must not require disclosure of personal health data to employers. Activities must comply with relevant employment law and HR policies. Include a clear data privacy statement. Avoid wellness activities that could inadvertently stigmatise employees with health conditions or disabilities. All medical activities (health screenings, etc.) must be delivered by qualified healthcare professionals. EDITABLE VARIABLES: • [ORGANISATION_NAME] — the company or community • [PARTICIPANT_COUNT] — number of participants • [PROGRAMME_DURATION] — total programme length • [BUDGET] — total budget available (per head or total) • [WORKFORCE_PROFILE] — relevant demographics (age range, shift patterns, remote/office/hybrid, high-stress roles) • [KNOWN_HEALTH_ISSUES] — any specific organisational health data (if available) — high sickness absence, stress-related leave, etc. OUTPUT FORMAT: Programme Name & Vision Statement Needs Assessment (what health challenges does this workforce face? — even if estimated) Programme Goals (4–6 SMART goals with measurable outcomes) 4-Pillar Framework: | Pillar | Key Activities | Target Audience | Format | Frequency | Monthly Activity Calendar (Year 1 — at least 1 activity per pillar per month) Engagement Strategy (how to reach disengaged employees, not just keen ones) Incentive Structure (participation incentives — with equity considerations) Communication Plan (trust-building messaging, data privacy, launch sequence) Delivery Partners (internal + external resources needed) Budget Allocation Table Measurement Framework (metrics, data sources, reporting frequency) ROI Model (absenteeism cost reduction, productivity, retention value) Data Privacy & Consent Framework Disclaimer (medical activities must be delivered by qualified healthcare professionals) QUALITY BAR: An HR director reading this programme design should be able to: justify the budget investment to the CFO with a realistic ROI model, answer employee questions about data privacy, and point to a specific activity designed to reach the most health-challenged employees — not just the ones who were already motivated.