Nike Ends Pandemic-Era Wellness Perk to “Get Back to Winning”

Nike Inc. has ended its highly regarded annual “Wellness Week” initiative, a five-day paid break for corporate employees, signaling a definitive shift in company priorities from pandemic-era employee well-being to aggressive organizational performance.

The decision was communicated to staff by Chief People Officer (CPO) Treasure Heinle.

It comes as the sportswear giant is deep into a comprehensive organizational reset designed to revitalize growth and competitiveness.

The perk was introduced in 2021 and repeated for three consecutive years.

It involved the complete shutdown of Nike’s corporate headquarters in Beaverton, Oregon, allowing thousands of employees five additional days off in August without tapping into their personal vacation time.

CPO Treasure informed employees this week that the current operating environment is “very different” than it was a few years ago, declaring that the company is at a “pivotal moment” and must now “continue to show up and deliver with a sharp focus so we can get back to winning.”

The End of a Pandemic-Era Perk at Nike

Wellness Week was originally conceived during the height of the COVID-19 pandemic.

Its purpose was to combat widespread employee burnout, isolation, and anxiety stemming from remote work and constant uncertainty.

It was widely hailed as a major mental health benefit.

Former Nike executives often praised the initiative, noting that its greatest benefit was the collective nature of the time off.

This allowed employees to “truly unplug” without worrying about emails piling up or colleagues working in their absence.

This shared, restorative break was credited with creating renewed “energy” and “magic” when teams returned to the office.

However, the company has made it clear that the time for such broad, non-specific breaks has passed.

The cancellation reflects a rollback seen across the technology and services sectors.

Companies are abandoning support systems implemented during the public health crisis and demanding a return to pre-pandemic productivity levels.

The New Corporate Mandate and Market Headwinds

The aggressive tone set by the CPO underscores the financial pressures currently facing the company.

Despite its global brand strength, Nike’s stock has fallen nearly 13% this year. Furthermore, management projects sales to decline in the low-single digits this quarter.

The organizational reset demands continuous effort and sharp focus. It is being led by CEO Elliott Hill, who returned from retirement last year to lead the turnaround.

The decision to eliminate Wellness Week frees up five days of dedicated corporate output.

This symbolizes the new executive focus on immediate and sustained competitive delivery, rather than broad, time-intensive well-being measures.

This shift mandates a reassessment of “how we work, how we collaborate, and how we operate as a team.”

An Integrated Organizational Restructuring

The benefit cut is not an isolated event; it is fully integrated into a larger, multi-pronged restructuring effort under Elliott’s leadership.

Since his appointment, Nike has engaged in several strategic moves aimed at increasing agility and efficiency:

• Layoffs: The company has undergone multiple rounds of job cuts, including a 2% workforce reduction in 2024. Subsequent layoffs in 2025 targeted corporate and technology staff.
• Reorganization: Management layers are being streamlined, and teams are being restructured to focus specifically on core performance categories like running and basketball. This effort aims to strengthen the brand’s connection to the athlete and the consumer.
• Product Focus: The company is moving away from the previous segmentation model to a clearer structure built around sports-specific innovation.

The discontinuation of Wellness Week reinforces the message that every aspect of the company’s culture and resources is being scrutinized.

This scrutiny is focused on the contribution of each aspect to the turnaround efforts.

For employees, the elimination of the much-loved perk represents a significant cultural adjustment.

They are effectively swapping dedicated rest for dedicated delivery in a high-stakes competitive environment.

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