Wellbeing governance guide

What is wellbeing governance?

Wellbeing governance is how a board or committee takes responsibility for the health, safety, and wellbeing of everyone in the organisation. It is about more than compliance. Strong wellbeing governance means putting systems, culture, and accountability in place so that staff and volunteers are safe, supported, and able to thrive.

For more on why wellbeing matters and how boards can embed it in their work, see our guide: Board and organisational wellbeing.

Who is responsible for it?

The board carries the ultimate responsibility for workplace health and safety, including mental health and wellbeing. Leaders, managers, and supervisors also share responsibility by putting policies and practices into action. Good boards set the tone: they show that wellbeing is a priority and ensure resources are allocated to support it.

Six key areas of wellbeing governance for boards

1. Leadership and accountability

• Make wellbeing a standing item on the board agenda.
• Set the tone by prioritising wellbeing in strategy and culture.
• Nominate a board-level wellbeing champion.

2. Strategy and planning

• Ensure the organisation has a wellbeing strategy linked to the overall plan.
• Require clear goals, responsibilities, and timelines.
• Review progress and outcomes, not just activities.

3. Structures and committees

• Establish a wellbeing committee or working group with diverse representation.
• Provide this group with authority to escalate risks and recommend actions.
• Align committee reporting with board oversight.

4. Policies, compliance, and risk

• Stay up to date with Work Health and Safety and other legal obligations.
• Include psychosocial risks (e.g. workload, bullying, stress) in the risk register.
• Ensure policies and complaint mechanisms are practical and accessible.
• Put whistleblower protections and safeguarding measures in place.

5. People and culture

• Promote zero tolerance for bullying, harassment, and discrimination.
• Encourage open conversations about mental health to reduce stigma.
• Support training for leaders and managers to speak confidently about wellbeing.
• Make wellbeing a shared responsibility across the organisation.

6. Support and recovery

• Support the wellbeing of the CEO and senior executives.
• Put clear return-to-work processes in place after mental health-related absences.
• Ensure staff and volunteers know their entitlements and available supports.

Next steps for boards

1. Review Institute of Community Directors Australia’s Board and organisational wellbeing guide.
2. Decide how wellbeing governance will be reported to the board.
3. Establish a wellbeing strategy (if one does not already exist).
4. Nominate a board-level wellbeing champion.
5. Agree on targets and review mechanisms.