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Wellbeing at work

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The Chartered Institute of Personnel and Development (CIPD) Wellbeing at work factsheet states that:

Promoting wellbeing can prevent problems from escalating and help create positive working environments where individuals and organisations can thrive. It can be a core enabler of employee engagement and productivity, and there's growing evidence that employee wellness programmes can have a positive impact on key organisational performance indicators.

Below is some practical guidance on how you can promote wellbeing at work. See also Managing stress.

Wellbeing factors

The Acas guidance on wellbeing and work performance reports 11 key factors for increasing wellbeing. These are summarised below:

  • Allowing employees a degree of autonomy and a ‘voice’ at work
  • Variety in work undertaken
  • A sense that the job undertaken is of value
  • Clarity of expectations of staff
  • Supportive supervision
  • Positive interpersonal contact with others
  • Opportunities to use and develop skills at work
  • A sense of physical security
  • A sense of job security and clear prospects
  • A perception of fairness in the workplace
  • Fair pay

Practical wellbeing initiatives

The 2016 CIPD report, on growing the health and wellbeing agenda describes five domains of wellbeing and makes practical suggestions against each. Below is a summary of these suggestions. You may wish to assess your organisation against these areas, or use them as a basis for discussions with staff.


  • Health promotion
  • Health checks
  • Health insurance protection
  • Employee assistance (counselling) programme
  • Ensuring safe working practices
  • Stress management
  • Occupational health support


  • Ergonomically designed working areas
  • Open and inclusive culture
  • Effective people management policies
  • Training for line managers
  • Effective job design
  • Working hours
  • Work-life balance
  • Communication and leadership about change
  • Fair pay polices


  • Clear mission and objectives
  • Values-based leadership
  • Dignity at work
  • Valuing difference


  • Communication
  • Consultation and genuine dialogue with employees
  • Effective management style and teamworking, marked by dignity and respect

Personal growth

  • Mentoring
  • Coaching
  • Performance management
  • Access to training
  • Challenging work
  • Open and collaborative culture

Further information

Page last edited Feb 21, 2019

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