Only 37 per cent of UK employees report having good emotional wellbeing, while around one in eight employees are showing poor levels of wellbeing, according to Willis Towers Watson (WTW).
According to the 2022 Global Benefits Attitudes Survey, those with poor wellbeing are three times more likely to feel bored and burned out at work and missing more workdays each year owing to presenteeism. Additionally, those employees are five times more likely to have experienced anxiety or despair in the previous two years, according to the study. Single mothers with children, low-income people, and people who work in the retail and wholesale industries are the hardest hit.
WTW wellbeing expert Lucie McGrath says: “The emphasis placed upon wellbeing in the workplace over the last few years, is a positive reflection of how both employers and employees have grown to value broader health as a main priority. And while it’s a step in the right direction, employers now need to tackle supporting those with more specific needs and acknowledge that it’s not a case of ‘one size fits all’.”
One area of concern is social wellbeing, which has dramatically fallen since 2019. Over the previous three years, there has been a greater sense of social alienation, with employee social wellbeing dropping by 40 per cent. This is especially true for older workers and those with lower incomes, spurring discussion on the need for hybrid employment and inclusive workplaces.
In the past year, 42 per cent of employees have taken substantial steps to enhance their overall health. But high-risk personnel find it difficult to transform their actions into noticeable changes, according to the poll. Furthermore, employees who are unhappy are less likely to take steps to change their situation and are less likely to report that their situation has improved.
Four out of ten high-risk employees reported a decline in their health during the past year. To address employee wellbeing, employers must provide comprehensive benefits, tools, and resources, as well as a working culture that promotes dignity and encourages employee trust.
Employees who are treated with dignity and respect at work, such as having a supportive manager, being paid fairly, and having strong career advancement possibilities, report higher levels of happiness. Employees with low wellbeing, on the other hand, are the least likely to agree that their employer’s benefits package matches their needs.
The study also found that using applications helped employees enhance their wellbeing, hence multiplying the benefits of taking action. A third of employees or 33 per cent said they use at least one app to manage their wellbeing on a regular basis. More than a third of employees or 36 per cent say health apps and wearable devices should be a major element of an employer’s benefit packages, and a third would trust their employer’s app and gadget recommendations above doing their own research.
McGrath says: “As people try to juggle their financial, physical, emotional and social wellbeing, while continuing to perform in their work role, it’s becoming increasingly important that employers focus on developing the full package they offer in order to achieve high levels of wellbeing among staff. Looking at pay and bonuses alone simply won’t cut it any longer.”