70+ Wellness questionnaires examples HR teams can use in 2025 and beyond
Think of a library. From the outside, it looks calm, shelves neatly stacked, silence maintained. But step inside, and you realize every book holds a different story—some uplifting, some heavy, some barely opened.
Just like that, a workplace may seem orderly, but beneath the surface, every employee carries unique experiences, pressures, and needs. Without asking, leaders can miss those hidden stories.
Wellness questionnaires give HR teams a way to open those “books,” uncovering insights that help prevent burnout, foster balance, and strengthen trust. In this guide, you’ll discover 70+ wellness questionnaire examples HR can use in 2025 and beyond.
TL;DR
What is a wellness questionnaire?
TL;DR
A wellness questionnaire goes beyond surface-level check-ins by exploring lifestyle habits, stress levels, work-life balance, and overall well-being, helping HR teams understand where employees may need more support.
The insights enable HR leaders to create tailored wellness programs, ensuring employees feel cared for, healthier, and more engaged at work.
A wellness questionnaire is a structured set of questions designed to assess different aspects of an employee’s overall health and well-being. Unlike a generic employee survey, these questionnaires focus specifically on physical, mental, and emotional health factors that influence how people show up at work every day, including injury risk. They can cover everything from stress levels, sleep quality, nutrition habits, and exercise routines to workplace satisfaction and social connections.
For HR teams, wellness questionnaires act as a lens to better understand employee needs and challenges. Instead of relying on assumptions, companies gain data-driven insights into areas where support is needed most—whether that’s training load, stress management resources, flexible work schedules, or mental health programs. They can also serve as a starting point for employee well-being survey questions that align with long-term wellness strategies.
By using a wellness questionnaire template, organizations can standardize the way they collect information, making it easier to track progress over time. Defining an average as the benchmark or midpoint on rating scales (such as 1 to 5) helps capture typical, day-to-day variations in responses and reduces ambiguity in assessments. The goal isn’t just to collect data but to improve employee health outcomes, reduce burnout, and build a workplace where wellness initiatives feel relevant and actionable.
How do wellness questionnaires improve physical, emotional, and mental health?
Wellness questionnaires go beyond ticking boxes—they uncover the everyday realities of employee health. By addressing physical, mental, and emotional well-being, they create a clearer picture of how workplace practices impact people’s lives. Here’s how they improve performance and health across all three dimensions:
- Highlighting real employee needs: Wellness questionnaires give employees a voice to share their struggles with stress, sleep, nutrition, or work-life balance. By identifying these pain points, HR can create wellness programs that actually solve problems instead of guessing what people might want.
- Encouraging proactive health habits: When employees answer health and wellness survey questions, they often reflect on their own lifestyle choices. This self-awareness nudges them toward healthier behaviors like exercising regularly, eating better, or scheduling routine check-ups.
- Supporting mental and emotional resilience: A mental wellness questionnaire helps uncover hidden stressors, feelings of burnout, or emotional strain. With this insight, companies can introduce counseling services, mindfulness workshops, or flexible schedules to protect employee mental health.
- Improving workplace culture: Employee well-being surveys that include emotional wellness questions reveal whether employees feel valued and supported. When companies act on this feedback, it builds trust, improves morale, and fosters stronger manager-employee relationships.
- Reducing absenteeism and burnout: Consistent pulse survey check-ins help HR spot early warning signs of overwork, disengagement, or declining health. Addressing these issues quickly prevents absenteeism and reduces the risk of long-term burnout across teams.
- Tracking progress and impact: Using a wellness questionnaire template or a health and well-being survey template allows organizations to measure changes over time. This data-driven approach helps HR evaluate which wellness initiatives are effective and where new efforts are needed.
However, recognising the benefits is just the first step. To truly maximize impact, it’s important to understand how wellness questionnaires differ from other workplace health tools like health risk assessments.
Wellness questionnaire vs. health risk assessment: Know the difference
HR teams often confuse wellness questionnaires with health risk assessments, but they serve very different purposes. One focuses on overall employee well-being at work, while the other is more clinical and medical in nature. Here’s a breakdown of the key differences you should know:
| Aspect | Wellness questionnaire | Health risk assessment (HRA) |
|---|---|---|
| Purpose | Understands employee well-being across physical, mental, and emotional dimensions | Evaluates individual health risks and medical conditions |
| Focus | Lifestyle habits, stress levels, work satisfaction, and wellness goals | Medical history, biometric data, and potential health risks |
| Tone | Conversational, employee-friendly, often used in workplace wellness surveys | Clinical, diagnostic, and more formal in structure |
| Data Collected | Employee wellness questions (sleep, nutrition, stress, engagement) | Lab results, BMI, cholesterol levels, blood pressure, etc. |
| Usage by HR | Shapes wellness initiatives, employee wellbeing surveys, and workplace culture strategies | Helps in insurance planning, healthcare cost management, and disease prevention |
| Frequency | Conducted regularly through pulse surveys or wellness survey questions | Usually annual or bi-annual, depending on medical needs |
| Outcome | Actionable insights for programs like fitness challenges, counseling, or flexible policies | Individual health reports to manage medical risks and preventive care |
Now that you know the distinction, the next question becomes—what should you actually ask in your wellness questionnaire to get meaningful results?
70+ Wellness questionnaire sample questions to use in your next survey
Coming up with the right wellness survey questions can be tricky—ask too few, and you miss key insights; ask too many, and employees may disengage. To help HR teams, here’s a curated list of 70+ health and wellness questions you can plug directly into a survey or adapt into a wellness questionnaire template. These cover physical, mental, emotional, and workplace well-being.
- How often do you feel physically energized during the workday?
- Do you get at least 7 hours of quality sleep most nights?
- How would you rate your current eating habits?
- Do you have access to healthy food options during your workday?
- How frequently do you exercise each week?
- Do you feel your workplace supports your physical wellness goals?
- Have you experienced any work-related physical strain (e.g., posture issues, fatigue)?
- How often do you take breaks to rest during the day?
- Do you feel your workload allows for healthy routines outside work?
- How satisfied are you with your current level of physical activity?
- How would you describe your overall stress levels at work?
- Do you feel you have enough resources to manage stress effectively?
- How often do you feel mentally drained after work?
- Do you feel your manager supports mental health conversations?
- How comfortable are you discussing mental wellness with HR?
- Do you feel pressure to be “always available” outside of work hours?
- How frequently do you use wellness resources provided by the company?
- Do you believe the workplace encourages a healthy work-life balance?
- How often do you feel emotionally supported by your team?
- Do you feel a sense of belonging in your workplace?
- Do you feel recognized and appreciated for your contributions?
- How often do you experience workplace conflicts that affect your well-being?
- Do you feel safe expressing your emotions at work?
- How often do you feel isolated from your team or peers?
- Does your workplace encourage open discussions about emotional well-being?
- How well do you feel the company promotes inclusivity and belonging?
- Do you think the organization respects personal boundaries and time off?
- How comfortable are you sharing feedback about wellness programs?
- Do you feel management listens and responds to wellness concerns?
- How effective are the current wellness programs at addressing your needs?
- Do you believe wellness surveys help bring meaningful change?
- Do you feel encouraged to participate in wellness initiatives?
- How satisfied are you with the variety of wellness activities offered?
- Do you feel wellness efforts are accessible to both remote and on-site staff?
- How often do you feel motivated by wellness challenges or events?
- Do you believe wellness questionnaires should remain anonymous?
- How would you rate your work-life balance today?
- Do you often skip meals due to workload?
- How often do you drink enough water during the workday?
- Do you feel encouraged to take mental health days when needed?
- Does your current role contribute positively to your overall well-being?
- How often do you feel burned out?
- Do you feel workplace flexibility supports your wellness needs?
- Are wellness initiatives communicated clearly and effectively?
- Do you feel your team supports each other’s wellness goals?
- How satisfied are you with the workplace environment (lighting, air, ergonomics)?
- Do you feel wellness programs respect cultural and personal differences?
- How often do you feel motivated to stay healthy because of workplace initiatives?
- Does your company provide adequate access to mental health resources?
- Do you feel there are enough wellness breaks in your daily schedule?
- How confident are you in managing your own wellness goals?
- Do you feel the workplace impacts your sleep quality (positively or negatively)?
- How often do you experience physical pain related to your job?
- Does your company offer wellness incentives (e.g., rewards, discounts)?
- Do you feel your current benefits package supports your wellness?
- Are you satisfied with how the company measures employee well-being?
- How much has stress at work affected your personal life?
- Do you feel wellness programs are inclusive of remote employees?
- How frequently do you participate in physical wellness initiatives?
- Do you feel you have access to mental health support when you need it?
- Do you believe wellness programs reduce workplace stress?
- How often do you feel energized after workplace wellness activities?
- Do you feel managers lead by example in wellness practices?
- How often do you find workplace wellness surveys useful?
- Do you believe employee wellness questions cover your real concerns?
- How likely are you to recommend workplace wellness initiatives to others?
- Do you feel your role allows you to maintain healthy personal relationships?
- Does the organization provide enough education about wellness topics?
- Do you feel wellness programs evolve with employee feedback?
- How often do you feel supported during times of personal crisis?
- Do you think wellness questionnaires improve employee engagement?
- How confident are you that wellness survey results are acted upon?
- How often do you feel motivated by pulse survey reminders on wellness?
- Do you feel wellness surveys should be short and frequent or long and detailed?
- How would you rate your overall well-being today compared to last year?
How to analyze responses from wellness questionnaires
Collecting responses from wellness questionnaires is only half the job—the real impact comes from analyzing the data. Without proper interpretation, valuable insights get lost in spreadsheets.
Here’s how HR teams can make sense of responses and translate them into meaningful actions using objective measures :
TL;DR
Analyzing responses from wellness questionnaires helps HR uncover hidden patterns in employee well-being across physical, mental, and emotional health. It involves spotting recurring trends, comparing results across teams, and identifying areas where employees may be struggling with stress or work-life balance.
With proper analysis, HR can design targeted wellness initiatives, track progress over time, and ensure employees feel heard, valued, and supported in their overall well-being journey.
- Look for recurring themes: Start by grouping answers from employee survey questions into categories like stress, nutrition, or work-life balance. Identifying patterns across teams helps you spot the most pressing wellness challenges instead of chasing one-off concerns. HR can then use this data to determine which wellness challenges are most prevalent and require targeted interventions.
- Segment by demographics or work setup: Compare responses across remote, hybrid, and on-site employees or by age group and role. This helps reveal whether certain teams need more targeted interventions, making a workplace wellness survey more actionable.
- Track changes over time: Using a consistent wellness questionnaire template allows you to compare results across quarters or years. Tracking trends shows whether wellness programs are making progress or need redesigning.
- Measure engagement levels: Look at participation rates in pulse surveys or health and wellness surveys. High response rates signal trust, while low ones may mean employees don’t see value or worry about anonymity.
- Prioritize high-impact issues: Not all feedback can be acted upon immediately. Use employee well-being survey questions to identify which problems affect the most people and align them with resources that can deliver the greatest impact.
- Combine quantitative and qualitative data: Pair numerical ratings with open-ended employee wellness questions. Numbers show the scale of issues, while written feedback uncovers the “why” behind them, giving HR a fuller picture of employee well-being.
Of course, collecting responses is only half the story. The real challenge lies in turning feedback into actionable health initiatives that employees will value.
How to turn wellness feedback into actionable health initiatives?
Gathering feedback from wellness questionnaires is valuable, but it only matters if it sparks real change. Employees want to see that their voices lead to action, not just another report. Here are six ways to turn wellness feedback into initiatives that improve health and engagement:
- Translate insights into priorities: Sort feedback from employee wellness questions into key focus areas like stress management, nutrition, or mental health. This helps HR avoid scattered efforts and channel resources into initiatives employees truly care about. It's important to have a plan of action that is triggered by specific survey responses, guiding follow-up conversations and interventions tailored to individual or team needs.
- Design tailored programs: Use health and wellness survey results to shape specific initiatives—like meditation sessions for stress, ergonomic setups for physical health, or counseling support for mental wellness. Tailored responses show employees their input is valued.
- Pilot before scaling: Instead of rolling out company-wide changes, test initiatives with a smaller group. A pulse survey after the pilot helps refine the program and ensures broader adoption when scaled up.
- Tie initiatives to measurable outcomes: Link wellness programs to metrics like reduced absenteeism, higher engagement in employee wellbeing surveys, or improved scores on mental wellness questionnaires. This makes it easier to prove ROI to leadership.
- Communicate changes transparently: Employees lose trust when surveys vanish into silence. Share what was learned from wellness survey questions, what actions will be taken, and when. Transparency boosts participation in future workplace wellness surveys.
- Keep initiatives evolving: Feedback shouldn’t be a one-time event. By embedding wellness questionnaire templates into regular check-ins, HR can continuously refine programs so they stay relevant to employee needs and changing workplace realities.
The role of HR in distributing and managing wellness questionnaires
HR plays a central role in making wellness questionnaires meaningful, not just another form employees fill out. HR and coaches work together to implement wellness questionnaires effectively, ensuring they are integrated into regular routines and protocols.
From distribution to follow-up, their approach determines whether surveys build trust or gather dust. Here are five ways HR drives success in managing wellness surveys, including how coaches can be involved :
TL;DR
HR plays a central role in ensuring wellness questionnaires are distributed effectively and managed smoothly across the workforce. From designing clear survey structures to choosing the right timing and channels, HR ensures maximum participation and honest feedback.
Beyond distribution, HR is responsible for analyzing responses, safeguarding confidentiality, and translating findings into meaningful wellness initiatives.
1. Choosing the right format
HR decides whether to run a pulse survey, a full wellness questionnaire template, or a blended approach. The format needs to fit the organization’s size, culture, and goals so employees see the survey as practical and approachable.
2. Ensuring accessibility for all teams
A workplace wellness survey only works if it reaches everyone—remote, hybrid, and on-site employees alike. HR ensures questions are easy to access through digital tools, mobile-friendly platforms, or even paper forms when needed.
3. Maintaining confidentiality and trust
Employees are more open in health and wellness surveys when they know their responses are anonymous. HR must safeguard privacy, communicate data security, and stress that results won’t be used against individuals.
4. Driving participation through communication
HR shapes the narrative by explaining why the wellness survey questions matter. Clear reminders, manager involvement, and transparent updates on outcomes increase participation rates in employee wellbeing surveys. Fostering a sense of community among employees, managers, and HR encourages open communication and greater engagement with wellness questionnaires.
5. Analyzing and acting on results
Beyond distribution, HR is responsible for reviewing employee wellness questions and turning insights into action. Wellness questionnaires provide valuable guidance to HR and leadership on when to intervene or have discussions about employee well-being. Their role is to connect survey findings with real-world initiatives that improve employee health and workplace culture.
Yet HR isn’t the only factor—context matters too. Remote, hybrid, and on-site teams each require different approaches to wellness surveys.
Wellness surveys for remote, hybrid, and on-site teams: What to change
Not all employees experience wellness the same way—remote, hybrid, and on-site setups each come with unique challenges. It is important to tailor wellness questionnaires to the specific population being surveyed, such as remote, hybrid, or on-site employees, to ensure relevant factors are captured. A one-size-fits-all wellness questionnaire risks missing key issues.
Here are the key changes HR should make when tailoring wellness surveys for different work models:
- For remote employees, focus on isolation and boundaries: Employee wellness questions should explore loneliness, virtual collaboration fatigue, and blurred work-life balance. A pulse survey can capture whether remote staff feel connected and supported despite physical distance.
- For hybrid employees, assess fairness and flexibility: Hybrid setups often create uneven experiences. Wellness survey questions should address whether employees feel equally included in opportunities, meetings, and recognition, regardless of where they work.
- For on-site employees, check physical environment factors: A workplace wellness survey for on-site staff should focus on ergonomics, safety, access to healthy food, and stress linked to commuting. These factors directly influence day-to-day well-being.
- Adapt language and delivery methods: Remote teams may prefer digital-first wellness questionnaire templates, while on-site workers might engage better with in-person reminders. HR should ensure surveys are accessible and engaging across work environments.
- Segment analysis for meaningful insights: Analyzing results by work arrangement ensures feedback isn’t generalized. Comparing health and wellness survey data across remote, hybrid, and on-site teams helps HR design targeted wellness initiatives.
Tools and software to automate your wellness questionnaire process
Running wellness questionnaires manually can be time-consuming and prone to low engagement. Automation not only saves time but also reduces the effort required to develop, distribute, and analyze surveys.
That’s where automation comes in—tools and software streamline everything from distribution to analysis. Here are five platforms HR teams can use to simplify and scale their wellness survey process:
1. CultureMonkey
CultureMonkey makes it easy to design employee wellbeing surveys, distribute them across teams, and analyze results in real time. Its automation features ensure pulse surveys reach employees regularly, while analytics turn wellness feedback into actionable insights.
- Anonymous feedback engine: Encourage honest sharing on sensitive wellbeing issues without fear of bias or judgment.
- AI-powered sentiment analysis: Detect underlying emotions and stress patterns from open-text responses.
- Multilingual surveys: Reach diverse, global workforces in 100+ languages.
- Mobile-friendly distribution: Engage frontline and remote employees through WhatsApp, SMS, Slack, and Teams.
- Manager dashboards: Equip leaders with team-level wellness insights and tailored action recommendations.
- Lifecycle surveys: Track employee wellbeing at key stages—onboarding, role transitions, and exit.
- Industry benchmarking: Compare your workforce wellbeing metrics with industry standards for context-driven improvements.
2. Qualtrics
Known for its robust survey design, Qualtrics lets HR create customized health and wellness surveys with automated reminders. Its dashboards simplify trend tracking, making it easier to measure progress on wellness initiatives.
3. SurveyMonkey
With ready-to-use wellness questionnaire templates, SurveyMonkey helps HR launch surveys quickly. Automation features like recurring scheduling and instant reporting save time while ensuring consistent employee engagement.
4. Officevibe
Officevibe specializes in pulse surveys that track wellness sentiment week by week. Its automated feedback loops allow HR to gather employee wellness questions continuously and respond to issues before they escalate.
5. Google Forms + Sheets integration
For smaller teams, Google Forms paired with Sheets offers a free and effective way to automate workplace wellness surveys. With add-ons, HR can set up automated reminders and real-time data analysis for health and well-being survey templates.
CultureMonkey’s role in improving wellness feedback collection and action
Collecting wellness feedback is only half the challenge—turning it into meaningful action is where many companies fall short. CultureMonkey bridges this gap by offering automation, analytics, and employee-friendly engagement features. Here’s how it helps HR elevate wellness questionnaires into real impact:
- Automated wellness feedback collection: CultureMonkey allows HR teams to schedule pulse surveys and employee well-being surveys effortlessly. This ensures feedback is collected regularly without overburdening employees or requiring manual follow-ups.
- Customizable survey templates: With wellness questionnaire templates ready to go, HR can adapt questions to match physical, mental, and emotional health needs. This flexibility makes surveys more relevant and engaging for employees.
- Real-time analytics and insights: The platform doesn’t just gather data—it turns it into clear trends and patterns. HR can quickly see how health and wellness survey results evolve over time and prioritize key issues. With these analytics, HR can gain insight into employee well-being, workload, and satisfaction through wellness questionnaires, enabling more informed decisions.
- Closing the feedback loop: CultureMonkey emphasizes action by helping managers respond to employee wellness questions transparently. Employees see their input driving initiatives, which builds trust and boosts participation in future wellness surveys.
- Support for diverse work setups: Whether running a workplace wellness survey for on-site teams or a mental wellness questionnaire for remote staff, CultureMonkey ensures accessibility. Its design helps HR manage feedback across all work models seamlessly.
Conclusion
Wellness questionnaires aren’t just surveys—they’re conversation starters that uncover what employees truly need to stay healthy, engaged, and motivated. From physical routines and stress levels to emotional belonging and workplace culture, these insights give HR the roadmap to build initiatives that matter. But the key is acting on the data, not just collecting it.
When employees see their voices translate into real change, trust and participation grow stronger. That’s how wellness stops being a “perk” and becomes part of everyday work life. If you’re ready to turn feedback into impact, tools like CultureMonkey can help you automate surveys, analyze results, and close the loop—so your wellness strategy evolves with your people, not apart from them.
FAQs
1. Should wellness questionnaires be anonymous or open?
Wellness questionnaires work best when anonymous, as employees feel safer sharing honest feedback about sensitive topics like stress, mental health, or lifestyle habits. Open surveys can sometimes restrict transparency due to fear of judgment. Anonymous formats encourage participation and accuracy, while employers can still analyze trends collectively without identifying individuals, ensuring trust and actionable wellness insights for better workplace initiatives.
2. What are the 8 domains of wellness assessment?
The eight domains of wellness assessment are physical, emotional, social, intellectual, spiritual, occupational, financial, and environmental. Together, these dimensions provide a holistic view of well-being, covering health habits, stress management, relationships, career satisfaction, financial stability, personal growth, and living conditions. A balanced assessment across these domains, supported by a systematic review, helps organizations design initiatives that address both immediate and long-term employee wellness needs.
3. Can wellness questionnaires reduce stress at work?
Yes, wellness questionnaires can reduce stress by identifying stressors employees face, whether workload, lack of support, or poor work-life balance. When organizations act on this feedback through wellness programs that address muscle soreness, mental health resources, or flexible policies, employees feel supported. Simply providing a safe space for expression lowers anxiety, while resulting initiatives promote healthier coping mechanisms, reducing workplace stress levels significantly over time.
4. How do wellness questionnaires improve employee mental and physical health?
Wellness questionnaires uncover gaps in physical activity, nutrition, sleep, and mental health, enabling HR to design initiatives that target those needs. By collecting feedback on health habits and stressors, organizations can tailor interventions like fitness challenges, counseling support, or ergonomic improvements. This proactive approach empowers employees to adopt healthier behaviors by addressing other factors, improving physical, mental, and emotional well-being consistently across the workforce.
5. What types of questions are in a wellness questionnaire?
A wellness questionnaire typically includes questions about physical health, emotional well-being, stress levels, work-life balance, lifestyle habits, and access to workplace wellness resources. Some questions are Likert-scale based (rating satisfaction or frequency), while others are open-ended to gather personal insights, with fewer questions to enhance engagement. Together, they provide both quantitative and qualitative data, helping employers understand trends and create personalized wellness programs effectively.
6. Is it okay to make a wellness survey anonymous?
Yes, making a wellness survey anonymous is not only okay but often recommended. It reassures employees that their feedback won’t be tied to them individually, promoting honesty and higher participation. Anonymity helps uncover sensitive concerns such as stress, burnout, or mental health challenges, while protecting privacy. Employers can still analyze patterns collectively and take meaningful action without compromising employee trust.
