Wellness Is More Than a Webinar: Lessons from 2020, Needs in 2025

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If there’s one thing we’ve learned since 2020, it’s this: wellness at work cannot be treated like a checkbox.

In this episode of What’s the DEIL?, Natalie and Shanté explore how employer wellness efforts, once defined by yoga classes, therapy webinars, and employee assistance programs, must evolve to meet the intense realities of 2025. Because right now? Everyone’s shoulders are tight. The world is on fire. And the same strategies that maybe worked back then just don’t cut it anymore.

2020 Wellness Was a Start—But It Wasn’t the Solution

In the wake of COVID-19 and the murder of George Floyd, wellness took center stage. Employers scrambled to show care—rolling out:

Yoga and meditation sessions
EAP reminders
Webinars on burnout or resilience
Movement or art-based classes
“Feel-good” perks like mobile haircuts or eyebrow threading

The intent was solid. But the execution? Often rushed, random, and rooted more in optics than in strategy.

“Everything felt very short-sighted. People threw things at the wall to see what would stick, then pulled the plug too fast when they didn’t get instant gratification.”

Employers wanted results—but couldn’t define success. And employees could feel the inconsistency.

Why 2025 Wellness Has to Hit Different

The world has changed dramatically, and so have employees:

News cycles are unrelenting
Political unrest is rising
Economic instability is real
Trust in leadership is low

People are exhausted, skeptical, and (rightfully) wary of performative care.

So what does this mean?

It’s time for employers to redefine what wellness really means at work—and more importantly, what it doesn’t.

What Wellness Is Not in 2025

❌ A 6-week yoga series that disappears if 3 people skip

❌ A “self-care” webinar during lunch with no follow-up

❌ A mental health Slack channel with zero engagement from leadership

❌ A one-time listening session followed by silence

“Wellness programs aren’t working because employers aren’t giving them time to work. If it’s not an overnight success, they pull the plug—and employees notice.”

What Employees Really Need Right Now

Employees in 2025 need:

Clear boundaries and expectations (aka less chaos)
Opportunities to disconnect and preserve energy
Clarity around what support is available (and what’s not)
A sense of psychological safety and transparency
Realistic workloads and empathetic management
Trust that their voices will be heard and acted on

“Don’t activate employees’ emotions if you’re not prepared to support them.”

That’s the new gold standard for wellness: care with clarity.

So, Should You Still Offer Wellness Programs?

Yes—if you’re clear about what you’re doing and why.

Here’s how to move forward with integrity:

Start with your data. What are your employees telling you? Use surveys and listening sessions—but only if you plan to act on the feedback.
Set expectations. Be honest about what you can (and can’t) offer. Clarity builds trust—even if the answer is “not right now.”
Offer choice. Not everyone wants to talk. Some just want to rest, opt out, or pursue their own wellness in peace.
Invest in what works. Instead of chasing trends, focus on what creates psychological safety, community, and long-term trust.
Redefine the employer’s role. You’re not your employees’ therapist or life coach. You are responsible for creating a humane, healthy workplace.

A New Era: From Lip Service to Real Support

In 2025, wellness at work isn’t a bonus. It’s a reflection of how well you understand your people.

Are your programs intentional or improvised?
Do your actions match your values?
Are you offering what people truly need—or what you think they need?

“Don’t just throw a massage chair in the breakroom and call it care.”

Connect With Us

If you found this discussion compelling, we invite you to connect with us further. Here are some ways to stay in touch:

Follow Natalie Norfus on LinkedIn
Follow Shanté Gordon on LinkedIn
Book a consultation with The Norfus Firm
Follow What’s the DEIL on Instagram and TikTok

Author Bio

NATALIE E. NORFUS

Natalie E. Norfus is the Founder and Managing Owner of The Norfus Firm. With nearly 20 years of experience as a labor and employment attorney and HR/DEI practitioner, Natalie is known for her creative problem-solving skills. She specializes in partnering with employers to develop effective DEI and HR strategies, conducting thorough internal investigations, and providing coaching and training to senior leaders and Boards of Directors.

Throughout her career, Natalie has held various significant roles in HR and DEI. She has served as the Chief Diversity Officer for multi-billion-dollar brands, where she was responsible for shaping the vision of each brand’s DEI initiatives. She has also worked as outside counsel in large law firms and in-house before establishing her own firm.