Guide · Annual planning
Employee wellbeing annual plan: free CSV template
An annual plan gives HR, managers and activity organizers a shared overview. Follow the planning process and adapt the template in your spreadsheet application.
Quick answer
What belongs in an employee wellbeing annual plan?
An annual wellbeing plan connects agreed goals with activities, target groups, periods and owners. Add access, communication, resources and a review date for each activity. Plan both improvements to working conditions and voluntary activities. The template is an editorial working tool: it prescribes neither mandatory dates nor FIT-UP packages and should be adapted to needs, the operating calendar and available capacity.
Your workplace wellbeing strategy sets the direction
Start with what is already clear: which groups do you want to reach? Which pressures and preferences have been identified? Which changes can the company actually deliver? Transfer these decisions from your wellbeing strategy into the annual plan. A calendar of twelve topics cannot replace this groundwork.
Then review the operating calendar. Project peaks, holidays, shift patterns and existing events determine when activities are accessible. Two well-prepared activities may be a better starting point than a campaign every month. Leave room for feedback and adjustments.
- One or two priority goals rather than a long wish list
- Explicit target groups and access routes
- Organizational changes and voluntary activities recorded separately
- Resources agreed with the actual owners
Each activity needs more than a date
An entry such as “health day in May” leaves key questions open. Add the goal, participants, preparation owner and communication dates. Record outstanding decisions. Apply the same approach to challenges, workshop series and changes to work organization.
Record resources without turning an initial idea into an order: rooms, internal coordination time, support and the budget requiring approval. The template provides fields for these. Binding services and responsibilities are agreed separately.
Agree a review question for each activity. For example: did we reach the intended group? Was the timing accessible? What would participants change next time? Start with what you can actually observe.
A possible structure across four quarters
This is an editorial planning example. Quarters and topics can be moved; it is not a fixed FIT-UP program.
| Period | Planning task | Possible output |
|---|---|---|
| First quarter | Clarify the starting point, responsibilities and an initial topic | Approved plan for the first activities |
| Second quarter | Deliver the first activity and review access | Feedback on timing, communication and format |
| Third quarter | Adjust the plan and include another target group | An updated process rather than unchanged repetition |
| Fourth quarter | Document delivery and agree next priorities | Decision basis for the following year |
Place digital and on-site activities in the plan
A health day needs preparation and follow-up. A challenge needs rules, invitations and support throughout its duration. A digital course should be visible in the calendar even if it is continuously available. This shows when attention, support and communication are needed.
FIT-UP can support delivery through the App, challenges, TeamHub and on-site activities. The entire platform is modular. Select components to fit your plan; every calendar entry does not require another module.
Include organizational tasks explicitly. If a team agrees a different handover process, for example, record the change with an owner and review date. It is not an app module, but it is part of workplace health management.
Keep your annual plan up to date
Hold a short recurring review with the owners. Check outstanding tasks, access and feedback. Document why activities are moved or changed. An annual plan can evolve; what matters is that the next task and its owner remain clear.
At year-end, distinguish delivery from impact. You can document a workshop delivered, people reached and feedback. This does not automatically demonstrate sickness absence days saved. Separate guides and the ROI calculator support economic scenarios and subsequent evaluation.
Your editable planning template
Use your own organizational information. The template contains no product prices, guaranteed results or private health records.
Scope and limitations
- The template is an editorial working tool, not a certified assessment or universal annual requirement.
- Funding conditions and tax questions are assessed separately for Austria and Germany and for the specific project.
- Record tasks and aggregated observations, not personal diagnoses or screening results.
Frequently asked questions
Do I need a wellbeing activity every month?
No. Scope depends on needs and resources. An annual plan can contain a few activities if preparation, access and follow-up are clearly arranged.
How does an annual plan differ from a wellbeing strategy?
The strategy describes goals and the framework. The annual plan schedules concrete tasks, activities, owners and review dates.
Can I use the template in Excel?
Yes. The CSV file is semicolon-separated and saved as UTF-8. Import it into Excel or another spreadsheet application and add your own goals, dates and owners.
Is this a fixed FIT-UP annual program?
No. The template supports internal planning. The entire FIT-UP platform is modular; the actual scope and existing on-site services are agreed separately.
Explore related insights
Sources
- Austria’s public health portal: Principles of workplace health promotion
- Austrian Health Promotion Fund: project process and criteria
- GKV-Spitzenverband: Prevention guide and workplace health promotion
Published by FIT-UP GmbH, Linz, Austria — a Corporate Health platform provider for organizations in Austria and Germany. Last updated: 2026-10-04.
Turn your annual plan into a suitable program.
We discuss which FIT-UP modules and on-site services can support delivery.