Employee wellbeing at work: A 2026 guide

A quick insight: Employee wellbeing at work is shaped by workload, balance, recognition, leadership, autonomy and whether people believe feedback leads to action. Our 2025 benchmark data shows some positive movement, but also warning signs around wellbeing support, workload, communication and recognition.

We’ll spend almost 90,000 hours at work in our lifetime. In fact, we spend more time at work than we do at home. With this in mind, it is entirely unsurprising that our place of work, its culture, ethos and environment, plays a huge role when it comes to our wellbeing. It would make sense for employees to select, and remain, at organisations that support and actively promote optimal wellbeing. After all, when we’re happy and healthy, we’re more productive and we feel more energised.

We spend a lot of time discussing the employee experience its importance and value Employee wellbeing is hugely influential aspect of the employee experience that simply can’t be ignored. Employee wellbeing affects everything from employee engagement retention and performance

Promoting a positive wellbeing should be a priority for everyone, yet many organisations are missing out on an employee wellbeing strategy that meets the challenges and needs of a modern, hybrid workforce.

Below we share advice, statistics, insights and initiatives to inform your employee wellbeing strategy and create a more positive workplace for everyone. 

Read Further: Current trends in employee wellbeing 

What is employee wellbeing at work?

Employee wellbeing at work is the overall health, happiness and resilience of people in the workplace.

It includes physical, mental, emotional, social and financial wellbeing. In practice, it also includes the everyday conditions that shape how people experience work, including workload, recognition, relationships, autonomy, leadership, communication, fairness and work-life balance.

Why is employee wellbeing at work so important?

Employee wellbeing is important because it affects performance, engagement, retention, absence, trust and culture.

When people feel supported, they are more likely to bring energy, focus and commitment to their work. They are also more likely to stay, contribute ideas, support colleagues and feel proud of their organisation.

When wellbeing is poor, people may still show up, but they might be stressed, exhausted, disconnected or unable to perform at their best.

That is why wellbeing should not be treated as a soft HR topic. It is a people issue, but it is also a business issue.

Poor mental health costs UK employers an estimated £51bn a year. Globally, the World Health Organization estimates that depression and anxiety cost the economy $1 trillion each year in lost productivity.

Wellbeing is not separate from the employee experience. It is one of the clearest signs of whether the experience is working.

Related: Recognising signs of stress at work: Help for managers 

How does employee wellbeing influence employee engagement?

Employee wellbeing and employee engagement are very closely connected.

Engagement is about how connected, motivated and committed people feel at work. Wellbeing is about whether they have the health, support and capacity to sustain that connection.

An employee can be highly committed but still burnt out. They can care deeply about their organisation but feel overwhelmed by workload. They can believe in the purpose of their work but feel unsupported by leaders.

That is why engagement and wellbeing need to be measured together.

People Insight’s employee engagement surveys are built around Pearl™, our research-led model covering Purpose, Enablement, Autonomy, Reward and Leadership. These areas are closely linked to wellbeing because they influence meaning, support, control, recognition and trust.

Employee wellbeing statistics for 2026

Our latest employee wellbeing statistics show a mixed picture for wellbeing at work.

Some indicators are holding steady or improving slightly. Others show concern, especially around workload, recognition, communication and whether people feel their employer is doing enough to support wellbeing.

There are four important takeaways.

First, only 65% of employees agree their organisation does enough to support their health and wellbeing at work. Over a third are either neutral, unsure or negative.

Second, work-life balance is relatively strong at 74%, but workload remains weaker at 64%. People may have flexibility in principle, while still finding the volume or intensity of work difficult.

Third, recognition and open communication have both declined. These may not always sit inside a formal wellbeing strategy, but they directly affect how people feel at work.

Finally, belief in action has improved from 51% to 53%, but remains low. If employees give feedback about wellbeing but do not see change, trust can erode quickly.

What do these wellbeing statistics mean for employers?

The data tells us that employee wellbeing needs to move beyond awareness and into action.

Many organisations now talk openly about wellbeing. They may have wellbeing weeks, mental health resources, wellbeing apps, employee assistance programmes and flexible working policies. These can all be useful.

But employees judge wellbeing through lived experience.

They ask: Can I cope with my workload? Do leaders listen? Am I recognised? Can I balance work and home life? Do people communicate openly? Do I have the resources I need?

This is where employee survey platforms can help. They allow organisations to track wellbeing over time, compare results across teams and identify where action is needed most.

How to improve employee wellbeing at work

The latest wellbeing at work statistics show that employers need to move beyond awareness and focus on the everyday experiences shaping how people feel at work. That means understanding workload, work-life balance, manager support, recognition, communication and belief in action.

The most effective wellbeing strategies start with clear employee feedback. A wellbeing survey can help organisations identify where pressure is building, which teams need support and what actions will make the biggest difference.

From there, leaders should focus on visible, practical changes: reviewing workload, supporting flexible working, training managers to spot wellbeing risks, improving recognition and acting on the issues employees raise.

For more practical ideas, driven by our benchmark data and backed up with real-life case stuies, read our guide to how to improve employee wellbeing.

Employee wellbeing action planning framework

To turn wellbeing insight into action, use a simple framework that helps leaders focus.

This structure helps organisations avoid the most common problem in employee listening: collecting feedback but failing to act.

What should you include in an employee wellbeing survey?

An employee wellbeing survey should ask about the areas that shape people’s everyday experience of work.

This may include wellbeing support, work-life balance, workload, manager support, recognition, psychological safety, communication, resources and belief in action.

You can also download our employee wellbeing survey questions to help shape your approach.

Wellbeing should be a priority for organisations of all sizes

Employee wellbeing is not a side project. It is a central part of the employee experience.

The organisations making the most progress are not the ones with the longest list of wellbeing initiatives. They are the ones that listen carefully, understand what is driving pressure and take action that employees can see and feel.

The 2026 picture is clear. Work-life balance has improved slightly, but wellbeing support has slipped. Workload remains a challenge. Recognition has fallen. Open communication has dropped sharply. Belief in action is moving in the right direction, but still needs work.

Ask the right questions. Look at the whole employee experience. Use the data to identify what will make the biggest difference. Then act in a way that builds trust, supports people and strengthens performance.

Ready to improve wellbeing at work?

If you want to understand how your people are really experiencing work, People Insight can help.

Our employee surveys, wellbeing questions, survey platform, Prism and expert consultancy help organisations listen more clearly, understand what is driving employee wellbeing and turn insight into meaningful action.

Speak to the People Insight team to understand what is driving wellbeing at work in your organisation and plan your next employee wellbeing survey.