What is it?

The CIPD Good Work Index is an annual benchmark of job quality in the UK. Each year, we survey more than 5,000 workers across different sectors and occupations about key aspects of their work and employment and offer insights to drive improvement in working lives.

Job quality is affected by a range of factors, including employment legislation, labour market conditions, HR practices, the quality of people management and by workers themselves. The CIPD believes that policymakers, employers and people professionals all have a role to play in ensuring that work is both productive for the organisation and good for employees.

This year’s report tracks the fallout of COVID-19’s impact on job quality and reveals that work-life balance, health and wellbeing, job security and the rising cost of living are key issues. Our evidence suggests that there is still work to be done to support career development and improve line manager capability to improve staff retention. But also shows that the ‘great resignation’ or ‘great rethink’ has been somewhat overstated.

You can use the insights from this report to help inform policy and practice, and protect job quality and job quantity.

Download our 2022 reports and appendices below

How does it work?

The CIPD Good Work Index provides insight into the working lives of UK workers across the following seven dimensions:

  • Pay and benefits
  • Employment contracts
  • Work–life balance
  • Job design and the nature of work
  • Relationships at work
  • Employee voice
  • Health and wellbeing.

The following interactive graphic will help you navigate these dimensions.

Download our 2022 reports and appendices below



7 dimensions of job quality

Pay icon

Pay and benefits

Terms of employment icon

Employment contracts

Work-life balance icon

Work–life balance

Job design icon

Job design and nature of work

Social support icon

Relationships at work

Employee voice

Health and wellbeing icon

Health and wellbeing

CIPD view on good work

Work can and should be a force for good, benefitting people and societies as much as it benefits business and the economy. Measures of GDP and employment rates are important, but we also need to understand whether the jobs we have are good or poor and how they can be improved.

But what does a quality job look like? At the CIPD, we believe that good work:

  • is fairly rewarded and gives people the means to securely make a living
  • allows for work–life balance 
  • gives opportunities to develop and ideally a sense of fulfilment 
  • provides a supportive environment with constructive relationships 
  • gives employees the voice and choice they need to shape their working lives
  • is physically and mentally healthy for people.

All jobs have the potential to be better and we should aspire to making good work a reality for all, regardless of personal characteristics or occupation. It may not be realistic to make all jobs great in all ways, but there are several dimensions to job quality, and by being more creative with job design and HR practices, employers can and should make work better for everyone.

Job quality is affected by a range of factors, including employment legislation, labour market conditions, HR practices, the quality of people management and by workers themselves. Policy-makers, employers and people professionals all have a role to play in ensuring that work is both productive for the organisation and good for employees. The CIPD Good Work Index gives insights that help individuals, employers and policy makers improve and protect job quality at every level.

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