Advancing Health, Safety and Wellbeing as a Competitive Advantage for NTDA Members
Over the past six months, NTDA has engaged closely with its members to explore strategies that provide a competitive advantage in the tyre retail, supply and fitting sector. While price and cost remain dominant factors, the NTDA has focused on the often-overlooked hidden costs of low productivity and how the health, safety and wellbeing of workers can be seen as key drivers of success.
Prioritising Safety Culture
The fundamental right of employees to work safely and return home unharmed is a cornerstone of the NTDA’s approach. Establishing a culture where safety is paramount, not only attracts new tyre fitters but also retains experienced staff, reducing costly turnover. Recognising the significant recruitment and retention challenges in the tyre sector, the NTDA developed a comprehensive new Health and Safety Handbook. It offers best practice guidance and is relevant to all members regardless of size.
However, a document alone is insufficient. Businesses must embed a safety mindset through:
- Rigorous risk assessments
- Safe systems of work
- Documented training programmes
- Regular health and safety meetings
- Toolbox talks and meticulous work planning.
These practices not only protect employees but also strengthen insurers’ confidence, providing robust defences against claims and may facilitate fair settlements if incidents occur.
Attracting and Retaining Talent Through Wellbeing
Beyond safety, the NTDA recognises the physical demands of tyre fitting and the ongoing recruitment challenges it poses. Positive progress is evident, with members embracing diversity, equity and inclusion (DEI) initiatives that have increased workforce diversity. Yet, recruitment remains difficult when job adverts focus solely on competitive pay without addressing broader employee benefits.
A holistic, human-centred wellbeing strategy is essential, supported by strong organisational leadership and culture. This strategy encompasses five key dimensions:
Physical Well-Being: Prevention, fitness, healthcare navigation and self-care capacity.
Career Well-Being: Development opportunities, meaningful work, fairness and equity.
Emotional Well-Being: Mental health support, resilience building and work-life balance.
Social Well-Being: Community connections, resource groups, supportive work environments and networks.
Financial Well-Being: Education, debt management, savings habits, financial forecasting and security.
Compelling Statistics Supporting Wellbeing Investment
This is echoed in what your peers are saying;
- 43% of employees say the most important well-being offering is designing work with well-being in mind.
Source: Mercer, Reimagining the employee experience and engagement — https://www.mercer.com/en-be/solutions/talent-and-rewards/employee-experience/ - 46% of employees would choose additional well-being benefits over a 10% pay raise.
Source: Mercer, Create a future-focused approach to annual enrollment and total well-being — https://www.mercer.com/en-us/insights/total-rewards/total-rewards-strategy/a-future-focused-approach-to-annual-enrollment-and-total-well-being/ - 78% of employers are currently experiencing worsening population health in their workforce, or anticipate seeing an impact from it.
Source: Business Group on Health, 2026 Employer Health Care Strategy Survey Executive Summary — https://www.businessgrouphealth.org/resources/2026-employer-health-care-strategy-survey-executive-summary - 96% of employers say well-being is part of their workforce strategy.
Source: Business Group on Health, Taking Action on Well-being: A Business Group Viewpoint — https://www.businessgrouphealth.org/resources/pov-taking-action-on-well-being - 73% of employers will maintain, and 20% will increase, investments in well-being.
Source: Business Group on Health, 2025 Employer Well-being Strategy Survey — https://www.businessgrouphealth.org/newsroom/news-and-press-releases/press-releases/2025-employer-well-being-strategy-survey - 47% of employers identify mental health as the most critical dimension of well-being.
Source: Business Group on Health, 2025 Employer Well-being Strategy Survey — https://www.businessgrouphealth.org/newsroom/news-and-press-releases/press-releases/2025-employer-well-being-strategy-survey
How do we move forward?
The NTDA anticipates several market trends that will unlock wellbeing potential
– Reframing Wellbeing: Evolving towards consumer-focused needs integrating career satisfaction, sustainability, social connections and holistic health.
– Strategic Navigation: Enhancing visibility and access to benefits through effective communication.
– Evaluating Impact: Assessing vendor effectiveness aligned with goals and employee needs.
– Reimagining Incentives: Moving from transactional to inclusive, meaningful incentive programmes.
– Precision Design: Leveraging AI to personalise wellbeing initiatives and shape future programmes.
These trends signal a shift from cost-containment to embedding wellbeing as a core element of the employee value proposition.
Practical Steps and Resources
The NTDA has identified numerous low-cost or free wellbeing services available to members, covering physical, financial and mental health support.
Recommended Actions you should take:
- Review Benefit Programmes: Remove outdated or inadequate plans.
- Engage in ESG Conversations: Include environmental, social and governance topics in vendor management, especially with insurers.
- Align Benefits with DEI Goals: Refine strategies to support diversity and inclusion.
- Advocate for Data Sharing: Promote anonymised, aggregated workforce health data collection, including social determinants of health.
By championing health, safety and wellbeing, NTDA members position themselves as leaders in our industry..
This commitment not only protects employees but also drives business resilience, innovation and engagement in a demanding sector with much to celebrate.
About the Author
Ben Harrison, Regional Director at Marsh, brings nearly 30 years of industry experience, including 15 years working closely with NTDA members to reduce insurance premiums through proactive risk management.