5 Shocking Employee Wellbeing Statistics You Need to Know
Employee wellbeing is at the heart of every organisation and it’s important for companies to understand detrimental statistics so they can put things in place to prevent them.
In this blog we’ll share 5 shocking statistics that employers need to take note of, to create a happy and healthy workforce.
With statistics on stress, working days lost, financial costs, and more, these statistics are enough to make any company take employee wellbeing seriously.
Contents
Video on 5 Shocking You Need to Know
5 Shocking Employee Wellbeing Statistics
- 49% of work-related ill health in the UK is due to stress, depression and anxiety.
- 65% of job seekers prioritise work-life balance over pay and benefits.
- 27% of working days lost in the UK are due to musculoskeletal disorders.
- 69% of people say their managers have the greatest impact on their mental health.
- Work related ill health costs the UK economy £20.7 billion.
What Companies Can do to Reduce Statistics Like These
Video on 5 Shocking Employee Wellbeing Statistics You Need to Know
5 Shocking Employee Wellbeing Statistics
1. Work-Related Stress Statistics
According to the HSE in 2022/23 49% of work-related ill health in the UK was due to stress, depression and anxiety.
As someone who has been watching this statistics over the last 5 years, they have not seemed to change more than 6%.
Work related stress, depression and anxiety statistics have been hovering around the 50% mark for the last 5 years.
So why is this?
When it comes to work related stress, many employers are not providing the necessary tools to help support their employees.
Whether it’s workshops to support employee health and wellbeing, ensuring workloads are not excessive or providing career development opportunities.
With 875,000 work-related cases in the UK adding up to 17.1 million working days lost, this means on average, each sufferer takes 19 working days off.
What kind of impact would 19 days off from a key member of staff have on your workforce?
2. Work Life Balance Statistics
Work-life balance is described as the division of one’s time and focus between working and family or leisure activities.
An article from the BBC reports that 65% of job seekers prioritise work-life balance over pay and benefits.
With the global pandemic highlighting how important our health and wellbeing are, there’s clear justification for statistics like these.
Work-life balance is the sweet spot where career demands do not impact personal life and commitments.
A well maintained relationship between work and personal life can boost productivity, improve morale and create a sense of fulfilment.
Companies that prioritise this balance can help to cultivate happier, healthier and more productive working environments.
Overall, this can contribute to the growth and success of an organisation.
3. Musculoskeletal Disorders
The HSE report that 27% of all working days lost in the UK are due to musculoskeletal disorders.
So, what are they?
Musculoskeletal disorders are any form of damage or injury caused to the muscular or skeletal system of the human body.
Disorders can include things like back pain, neck pain, a broken leg, etc
These disorders are responsible for 6.6 million working days lost in the UK.
With approximately 473,000 workers suffering from work related musculoskeletal disorders, this means that each sufferer took approximately 14 days off work.
Workshops like “Improve Your Physical Wellbeing” can help educate employees on simple and effective methods to reduce the chances of these ailments.
Companies should be ensuring employees have the right equipment, are maintaining a safe working environment and are educated on best practice.
Proactive companies are less likely to have employees off work with these disorders.
4. The Role of Managers on Employee Wellbeing
When it comes the health and wellbeing of employees, managers play a crucial role.
An article by Forbes states that 69% of people said their managers had the greatest impact on their mental health.
A bad manager can destroy the wellbeing of a team member causing their stress to increase, reduce productivity and create a toxic environment.
However, a good manager can boost the wellbeing of their team.
A good manager is not only supportive but allows open communication, encourages team members to voice concerns and creates a culture of trust and respect.
Managers can offer flexible work arrangements, corporate initiatives, professional development, and ensure each team member feels valued.
Managers must become leaders who value the health and wellbeing of their team.
This will have a positive impact on the organistation, ultimately leading to a more profitable and sustainable company.
5. The Cost of Work-Related Ill Health to The UK Economy
The HSE state that the cost to the UK economy of work-related ill health is £20.7 Billion.
Not only do employers have the cost of time off work from employees who are stressed or overloaded, but also the cost of replacing employees that leave.
Individuals who are unhappy at work are more likely to seek employment elsewhere and this costs every company.
According to Wisdom Recruitment, it cost on average 6 – 9 months of an employees salary to replace them.
With the average salary in the UK approximately £29,600, this means the cost of replacing an employee is between £14,800- £22,200.
Companies that prioritise employee wellbeing are more likely to keep hold of their staff.
Not only does this save the cost of replacing them, but it helps to keep experienced and talented employees within the organisation.
The cost of not supporting employee wellbeing is too big to ignore!
What Companies Can do to Reduce Statistics Like These
In the face of startling statistics around work-related stress, musculoskeletal disorders, and the high cost of employee turnover, companies need to adopt robust strategies that focus on employee wellbeing.
Here are key initiatives that can make a significant difference:
Implementing Comprehensive Wellbeing Programs
Companies should develop and implement comprehensive wellbeing programs that address both physical and mental health.
These programs could include regular health screenings, mental health days, access to counselling services, and wellness workshops.
Activities like yoga, meditation sessions, and stress management workshops can be instrumental in reducing work-related stress and anxiety.
Promoting Work-Life Balance
Encouraging a healthy work-life balance is critical.
This can be achieved through flexible working hours, remote work options, and ensuring that employees are not consistently overburdened with work.
Work-life balance initiatives not only improve employee satisfaction but also increase productivity and loyalty.
Create a Supportive Work Environment
Creating a work environment where employees feel valued and supported is essential.
This includes having open lines of communication, regular feedback sessions, and a culture that encourages work-life balance.
Recognition programs for employee achievements and contributions can also boost morale and job satisfaction.
Educational and Preventative Measures
To tackle issues like musculoskeletal disorders, companies should invest in ergonomic office equipment and provide training on correct posture and office ergonomics.
Regular workshops on physical wellbeing, including exercise and nutrition, can help prevent these disorders.
Additionally, ensuring that the physical work environment is safe and conducive to good health is paramount.
Leadership Training for Managers
Given the significant impact managers have on employee wellbeing, leadership training is crucial.
Training programs should focus on developing empathy, communication skills, and understanding of mental health issues.
Managers should be equipped to recognise signs of stress and burnout in team members and know how to offer appropriate support.
Regular Employee Surveys and Feedback Loops
To ensure that wellbeing initiatives are effective, regular surveys should be conducted to gather employee feedback.
This feedback can help identify areas of improvement and ensure that the initiatives are aligned with employee needs.
Long-Term Commitment to Employee Wellbeing
Lastly, a long-term commitment to employee wellbeing should be embedded in the company’s core values.
This includes continuously evaluating and improving wellbeing initiatives and considering employee health in every business decision.
Implementing strategies like this can help to reduce the negative statistics related to work-related stress, musculoskeletal disorders, and high turnover costs.
More importantly, these measures will create a more positive, productive, and sustainable work environment where employees feel valued and cared for.
The investment in employee wellbeing is not just a moral imperative but a strategic one, leading to a more engaged, loyal, and productive workforce.
At Loving Life, we help companies support the health and wellbeing of their employees.
Whether it’s through tailored workshops, webinars or our team of chair massage therapists, get in touch to see how we can support you and your workforce.
Author
Tyler Lowe – Health & Wellbeing Speaker
BSc Sport & Exercise Rehabilitation
