An employee wellbeing RFP should define the services the business intends to purchase and the experience it wants participants to have. A broad request for wellness solutions can produce proposals ranging from general education to clinical services. Separate those activities so the appropriate professional, privacy and purchasing reviews can be applied.
An employee wellbeing RFP should define the services the business intends to purchase and the experience it wants participants to have. A broad request for wellness solutions can produce proposals ranging from general education to clinical services. Separate those activities so the appropriate professional, privacy and purchasing reviews can be applied.
State locations, shifts, languages, expected participation and practical access needs. Explain whether the programme offers workshops, leisure benefits, vouchers or another defined service. Use aggregated workforce information during sourcing rather than distribute individual health records.
Identify the limits of the employer's objective. A general benefit can aim to provide access or useful education without claiming that it will produce a particular health or productivity outcome.
Ask bidders to list activities, facilitators or partner venues, delivery formats and exclusions. Require them to distinguish their own services from those supplied through another company. Ask how replacements are assessed and approved.
For example, a supplier may propose several workshops delivered by different facilitators. The buyer should know the relevant experience and content for each rather than approve an entire programme based on one polished presentation.
Request the booking journey, cancellation process, complaint route and proposed employee communications. Ask what information is collected, where it is handled and what reaches the employer. Have the relevant privacy and legal owners assess the arrangement.
State that programme reporting must match the agreed administration and evaluation purpose. A proposal should not assume that individual health or service details are useful management information simply because the employer pays for the benefit.
Ask suppliers to explain who answers employee eligibility questions after launch. If every query returns to HR, include that workload in the comparison and provide a clear handoff for questions the employer cannot appropriately answer about the service itself.
Request setup, session, participant or voucher charges, minimum commitments and unused-allocation treatment. Clarify whether availability is guaranteed for a specific date or remains subject to later booking. Have the appropriate buyer review the actual commercial terms.
Evaluate content suitability, provider verification, practical access and the service journey alongside price. Carry the accepted activity schedule and reporting boundaries into the agreement. The RFP should produce a programme employees can understand and use, rather than a large catalogue whose services and claims have not been assessed individually.
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