Implementation of employee wellness programmes in Public Institutions: a case study

Abstract

This study critically examines the implementation and effectiveness of employee wellness programmes (EWPs at the Road Accident Fund (RAF), a key public institution in South Africa. Despite extensive policy frameworks and financial investment, the RAF continues to experience low EWP participation rates, negative employee perceptions, and limited programme impact. This research examines the challenges and barriers that hinder the successful implementation of EWPs, with a focus on the RAFs at Menlyn regional office. Using a mixed-methods approach grounded in a pragmatic paradigm, the study combines quantitative data from 84 employee questionnaires and qualitative insights from 15 key informant interviews with wellness specialists, managers, and HR practitioners. The results indicate systemic challenges, including ineffective communication, limited leadership involvement, inadequate EWPs alignment with employee needs, confidentiality concerns, and over reliance on extrinsic motivators such as incentives. These issues contribute to the symbolic rather than strategic implementation of EWPs. In response, the study proposes an integrated wellness framework tailored to the public sector context. Drawing on the Job Demands-Resources Model, Maslow’s Hierarchy of Needs, Social Exchange Theory, and the Transtheoretical Model of Behaviour Change, the framework emphasises participatory design, continuous feedback, contextual adaptability, and legal compliance with instruments such as the Protection of Personal Information Act and the International Labour Organisation Convention 161. The study offers an original contribution to the field of Public Administration by reframing wellness programmes as essential tools for organisational resilience, legal compliance, and employee empowerment. The study further recommends revising wellness governance structures, enhancing communication strategies, and embedding employee voice into all stages of programme design and evaluation. The findings have broader relevance for public institutions seeking to enhance employee engagement, reduce absenteeism, and improve service delivery through inclusive and sustainable wellness strategies.