Discover
Process workshops, data audit, and a fit-gap against the standard product.
Phase 2 · Evaluate
HumanResourcesFlow 365 · Wellness
Employee wellness on Dynamics 365
From a wellbeing programme to assessments, challenges and rewards, with privacy controls over all of it.
What it adds
HumanResourcesFlow 365 Employee Wellness is a full wellbeing programme suite on the same employee record. HR configures and runs the programmes: versions, eligibility, communications and metrics. Employees take part through self-service: assessments scored into risk levels, coaching they book themselves, challenges with leaderboards and badges, personal goals, and activity from connected devices or logged by hand. Incentives and wellness budgets are controlled, corporate citizenship and pulse check-ins sit alongside, and privacy controls cover consent, access logging and data subject requests. Wellness Coordinator and Wellness Manager profiles come with a role centre.
Programmes with versions and scope
Wellness programmes carry versions, eligibility, text and translations, communications and metrics, and can be copied. Privacy profiles, a setup wizard and external provider records sit under them.
Assessments and coaching
Assessment templates are scored into bands and risk levels, and recommendation rules suggest actions. Coaches have skills and bookable slots, a queue and sessions, and employees book coaching from self-service and decide what to share.
Challenges
Challenge templates are launched and closed, with teams (including auto-generated teams), leaderboards, badges, level and handicap rules for fairness, rewards, and a review page for cheat flags.
Goals
Personal goals come from goal templates, corporate goals track progress, and metric rules let progress come from logged activity.
Devices and activity data
Connectors bring in wearable and fitness data through generic REST, CSV import and demo providers. Tokens are stored and refreshed, a daily job syncs, duplicates between sources are handled, and employees can connect a device or log activity by hand.
Incentives and costs
Incentive rules and limits drive batches that are issued and reversed, with alternative paths and links to premiums. Wellness budgets, cost entries and a cost-versus-budget report keep spend visible.
Corporate citizenship
Volunteer events, sign-ups and hours with verification, time allowances, giving campaigns and donations, causes and partners, receipt rules and impact stories.
Support and pulse
Pulse campaigns with results and an employee check-in, a first-aider register, a wellbeing resources library, a support finder, and team actions for managers with links to leave.
Privacy and audit
Consent capture and audit, an access log that lets employees see who viewed their data, data subject requests, retention runs with a deletion log, support-access grants, and aggregate-only group statistics.
Analytics and integration
Reports on participation, engagement, impact, pulse and assessment trends, cost, volunteering, goal attainment, incentives, enrolment drop-off and challenge results, plus consent and data-access audit reports. BI feeds, KPI cues and webhook endpoints with an outbox carry the data out.
How wellness flows through HumanResourcesFlow 365
From a configured programme to measured participation, with privacy controls over every step.
Start Wellness programme set up
- HR Set up the programme Programmes carry versions, eligibility, communications and metrics, with a privacy profile and any external providers.
- Employee Assess and coach Assessments are scored into risk levels, recommendations suggest actions, and coaching is booked from self-service.
- Employees and teams Take part Challenges, personal goals and activity from connected devices or manual logging drive participation.
- Employee and HR Protect privacy Consent is captured, employees see who viewed their data, and data subject requests and retention are handled. Control point
- HR and finance Reward and control cost Incentive rules and limits issue rewards, and wellness budgets are tracked against cost entries.
- HR and managers Measure and report Participation, engagement, impact and pulse trends are reported, with BI feeds for analysis.
Result Participation, cost and impact reported
Frequently asked questions
Who sees an employee's wellness data?
Employees decide what to share. They can see who viewed their data through an access log, consent is captured and audited, and group statistics are aggregate-only.
Can activity come from wearables?
Yes. Connectors bring in wearable and fitness data, a daily job syncs it, duplicates between sources are handled, and employees can also import or log activity by hand.
How is fairness handled in challenges?
Challenges use level and handicap rules, and a cheat-review page handles flagged activity.
Can wellness spend be controlled?
Yes. Incentive rules and limits govern rewards, and wellness budgets with cost entries feed a cost-versus-budget report.
How an engagement runs
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It starts with a 45-minute consultation, then a discovery and fit-gap workshop on your own processes. You receive a written fit-gap and a phased plan before a programme is agreed. Four phases follow, each with something you can use and review.
Design
Solution blueprint, integration map, and the extensions we will actually need.
Deploy
Configuration, migration rehearsal, role-based training, UAT and phased cutover.
Support
Hypercare, managed services, client portal, scheduled optimisation reviews.
What drives the cost: users, legal entities and currencies, integrations, data migration and the gaps found against standard. See how pricing works, run the three-minute readiness score, or book a consultation.