This report reveals a wellness market surging post-pandemic: growing 12% annually since 2020, setting a new record value of $5.6 trillion and forecast to grow another 52% by 2027. The global workplace wellness market estimated at $50.6 with an estimated growth in the next 5 years of 2.9%.
This report reveals more organisations are calling for employees to return to their workspace for at least 3 days per week, but employers remain open to continuing to have a remote option, using different types of flexible work. Technology will continue to have a big role in enabling remote work, with benefits of successful hybrid work including staff retention, attraction and work-life balance.
SuperFriend latest Indicators of a Thriving Workplace survey of over 10,000 workers showed that connectedness was the highest rated domain, and work design and capability the lowest. Workload, change management and recognition were identified as hazards most likely to lead to harm in the workplace. Transport, Postal and Warehousing and Manufacturing had the greatest decline in rankings. Almost 1 in 3 workers reported symptoms of burnout, and 1 in 3 who work from home would quit their job or look for another if required to work full-time from an office.
This survey across 30 countries offers insights into how organisations can prioritise physical, mental, social, and spiritual health to improve employee health and performance. Good holistic health was most strongly predicted by workplace enablers, while burnout was strongly predicted by workplace demands. Job design interventions at the organisational, team, job, and individual levels can boost employee health.
Key findings include ethnicity, gender and Rainbow/LGBTQ+ were ranked as the diversity dimensions considered most important by respondents, wellbeing and mental health and te ao Māori were important DEI related topics, whilst gender, ethnicity and age are the 3 diversity dimensions for which data is most commonly collected. The most common DEI initiatives in organisations were celebrations of diversity, followed by work on DEI-related policies.
This survey from Curtain Uni was completed over 3 years by 6813 Australian workers. It reveals how workers perceive their work, and how work influences their mental health and overall wellbeing. Findings show some issues with burnout and self stigma with help seeking, and certain workplace factors act as strong predictors of mental health. Overall, organisations are most effective when they recognise and address the spectrum of mental health, from addressing ill-health to promoting wellbeing.
This report looks at the potential economic and social impacts of adding an entitlement to extended unpaid carer leave to the National Employment Standards. The report concludes that other policies – especially better access to flexible work – would make a bigger difference for more carers.
This research from the Mental Health Foundation NZ looks at understanding the pressures workers face in the residential construction industry and what could help and hinder their wellbeing. It also captures a range of ways to managing these challenges and the best channels to reach builders and tradies.
Survey of 14,000 people across 14 countries found 1 in 3 respondents report their wellbeing is lower than ever, even though more than two-thirds ranked their wellbeing as a top priority, only 12% said they thought theirs was where it should be. Barriers to wellbeing include no time, cost and societal pressure. Caregivers, parents, the LGBTQIA community, and people living with disabilities reported their wellbeing was worse than ever before.
