Working in early years is incredibly rewarding, but let’s be honest—it’s also physically, mentally, and emotionally demanding. From managing ratios and safeguarding responsibilities to wiping noses, comforting upset children, and staying on top of endless paperwork, early years staff give so much of themselves every day.

Yet, staff wellbeing is often overlooked, despite being one of the biggest factors in delivering high-quality care. Happy, supported practitioners are more engaged, more productive, and, most importantly, better able to meet the needs of the children in their care.

So, how can we prioritise staff wellbeing in early years settings, and why is it so important?

Why Staff Wellbeing Should Be a Priority

Investing in staff wellbeing isn’t just about being kind—it has a direct impact on the quality of the setting. When wellbeing is ignored, the effects can be serious:

• High stress levels lead to burnout, affecting the quality of interactions with children.
• Increased sickness and absence puts pressure on remaining staff and disrupts routines.
• High staff turnover creates instability, impacting children’s relationships and development.
• Low morale affects teamwork, motivation, and the overall atmosphere of the setting.

On the flip side, when staff wellbeing is prioritised:

• Staff are happier, healthier, and more engaged in their work.
• Children benefit from more positive, attentive interactions.
• The setting becomes a more enjoyable and productive place to work.
• Staff are more likely to stay, reducing turnover and maintaining consistency for children.

1. Workload and Stress Management

Early years staff juggle multiple responsibilities, and excessive workloads can quickly lead to burnout. Managers should:

• Regularly review workloads to ensure expectations are realistic.
• Allow time for paperwork within the working day rather than expecting staff to do it in their own time.
• Ensure staff breaks are protected—no skipping lunch because ratios are tight!
• Encourage an open-door policy where staff can discuss workload concerns.

2. Positive Team Culture and Support

A strong, supportive team makes all the difference in early years. Wellbeing is boosted when staff feel:

• Valued and appreciated—a simple thank-you can go a long way!
• Able to ask for help without fear of judgment.
• Part of a team that supports each other through challenges.

Team-building activities, regular check-ins, and a culture of kindness help create a workplace where staff feel supported and motivated.

3. Mental Health and Emotional Wellbeing

The emotional demands of the job can take a toll, especially when dealing with challenging behaviour, safeguarding concerns, or personal struggles. To support mental health:

• Provide access to mental health support services or employee assistance programmes.
• Create a safe space where staff can take a breather when needed.
• Encourage open conversations about mental health without stigma.

4. Professional Development and Growth

Feeling stuck in a role with no opportunity to grow can impact motivation. Staff wellbeing improves when they feel they are learning, developing, and valued for their skills.

• Offer regular training and CPD opportunities.
• Support career progression with clear pathways for development.
• Encourage staff to share skills and ideas to build confidence.

5. Work-Life Balance

Work shouldn’t take over staff members’ lives. Managers can support better work-life balance by:

• Respecting personal time—no expecting emails or planning to be done at home.
• Being flexible where possible—offering support with shift patterns when needed.
• Encouraging annual leave—no one should feel guilty for taking time off!

How Managers Can Lead the Way in Wellbeing

Leaders and managers set the tone for staff wellbeing. It’s not enough to say, “We care about staff wellbeing”—actions speak louder than words.

Managers can lead by:

• Checking in with staff regularly—a quick chat can highlight concerns before they escalate.
• Being approachable and supportive—staff should feel comfortable raising issues.
• Recognising and rewarding hard work—a thank-you, a small gesture, or even a simple “well done” makes a huge difference.
• Creating a culture where wellbeing is a priority—not just an afterthought.

Final Thought: Happy Staff = Happy Children

Prioritising staff wellbeing isn’t a luxury—it’s a necessity. When staff feel valued, supported, and cared for, they give their best to the children in their care. And ultimately, that’s what early years is all about.

So, let’s stop seeing staff wellbeing as “nice to have” and start treating it as essential. Because when we look after our staff, we look after our children, too.

Written by Vanessa Dooley, Founder of Jigsaw Early Years Consultancy