- Investing in well-being can lead to greater resilience, innovation and productivity.
- HR professionals are pivotal to steering the health and well-being agenda.
- Good leadership and management practices are required to successfully implement a well-being strategy.
- Well-being strategies need to be tailored to the organisation’s unique needs and characteristics.
- Different stakeholders are responsible for cultivating well-being in different ways.
- The UK Government has recognised the importance of the workplace in promoting health and well-being.
Promoting and supporting employee well-being is at the heart of our purpose to champion better work and working lives because an effective workplace well-being programme can deliver mutual benefit to people, businesses, economies and wider society. We believe that work should do more than meet our basic financial needs and contribute to economic growth; it should also improve the quality of our lives by giving us meaning and purpose and contributing to our overall well-being. The fast-changing world of work and the fluctuating demands it places on employers and employees means that our grasp of health and well-being needs can never stand still. It needs to evolve constantly to mitigate and optimise the impact on people’s health and well-being. When people are happy and well, businesses thrive and societies flourish.
Watch our video on why well-being matters
What is well-being at work?
Research findings: The relationship between work, health and well-being
A holistic approach to well-being
The CIPD's role in fostering employee well-being
The CIPD's five domains of well-being
The role of different stakeholders in encouraging well-being
Our collection of practical resources includes:
- A flowchart and maturity model
- Checklists and FAQs
- Case studies and top tips
Useful contacts and further reading
News and opinion
See what's happening in the world of employee well-being, health and safety, policy and law, and the working environment
Learn from the experts
We have a range of training options available, like our short course on developing an employee engagement strategy
Learn about the latest trends and approaches in well-being at your nearest CIPD branch or event
This factsheet was last updated by Rachel Suff.
Rachel Suff: Employee Relations Adviser
Rachel joined the CIPD as a policy adviser in 2014 to increase the CIPD’s public policy profile and engage with politicians, civil servants, policy-makers and commentators to champion better work and working lives. An important part of her role is to ensure that the views of the profession inform CIPD policy thinking in ER areas such as health and well-being, employee engagement and employment relations.
As well as developing policy on UK employment issues, she helps guide the CIPD’s thinking in relation to European developments affecting the world of work. Rachel is a qualified HR practitioner and researcher; her prior roles include working as a researcher/editor for XpertHR and as a senior policy adviser at Acas.
View the full video transcript
Transcript: Professor Lord Layard's interview with the CIPD
Well, it's what Iife is all about, isn’t it? I believe that the way we should judge our society is by out how much people are enjoying their lives. And that applies just as much of workers in the rest of life.
So I think well-being is an issue for individuals but it's also a business issue. For individuals, we know a lot about how they feel about their life at work and it's not terribly good news. The new science of happiness has led to people to study how people experience, say, the previous day of their lives, so they may write down what they were doing, who they were with, and how they felt, and the depressing story is – this comes from a large number of surveys now – the time of day that people most disliked is the time which they spend with their boss.
This is a pretty serious situation. I would say that managers are not doing a great job and-and-and-and in our modern society in terms of promoting the well-being of their people and are not obviously inspiring them. There’s an element of fear and so on associated with work which may not be functional. For the following reason: look at it from the point of view of the business. We can follow the stock price of companies according to how good they are places to work, so if you take the 100 best places to work in 1985 in the United States and compare them with the rest of the stock market, you will find that the stock price of the 100 best places to work over the following 25 years rose by fifty percent, compared with the rest of the American companies.
So it pays off, it's good for the bottom line, and it’s good for the workers, so that has got to be a serious priority for business.