9 Employee Well-Being Statistics You Should Know in 2025

The global workplace wellness market is set to surpass $66 billion by 2027.  

There are many contributing factors fueling the growth of this market:

• Rising healthcare costs

• The mental health crisis since the COVID-19 pandemic

• Younger generations seeking employers who support their well-being

• Remote and hybrid work and the shift in  how companies deliver wellness

Employee well-being has emerged as a critical factor influencing organizational success. Beyond job satisfaction, well-being encompasses mental, emotional, physical, and financial health.  

Here are nine compelling statistics that shed light on the current state of employee well-being, and what to do about it.

1. Employee leave requests have risen for the third consecutive year

According to SHRM, more than half of employers (57%) reported an increase in employees requesting leave. One of the primary reasons for these leaves is managing mental health challenges – emphasizing the need for organizations to continually assess and enhance benefits to best support their workforce before it becomes unmanageable.  

2. Only 34% of employees are thriving globally

In Gallup's State of the Global Workplace report, just 34% of employees worldwide reported thriving in their overall well-being. This marks a decline from previous years, highlighting the ongoing challenges employees face in achieving overall well-being.  

3. 76% of U.S. workers reported negative mental health symptoms

A report by the U.S. Surgeon General revealed that 76% of U.S. workers experienced at least one symptom of a mental health condition, emphasizing the widespread nature of mental health challenges in the workplace.

4. 52% of employees are experiencing burnout

The National Alliance on Mental Illness (NAMI) found that over half of employees reported feeling burned out due to their jobs, with younger workers and mid-level employees being particularly affected.

5. Only 47% of employees experience transparent communication

Mental Health America's 2024 Work Health Survey indicated that less than half of employees felt their employers encouraged clear and transparent communication, a key component of psychological safety at work.  

6. Lifestyle spending accounts (LSAs) are gaining traction

In 2024, 52% of companies planned to increase investments in LSAs, offering employees greater autonomy in tailoring their wellness journeys to their unique needs and preferences.

7. Sick days have nearly doubled since 2018

A report by the Institute for Public Policy Research (IPPR) highlighted the average number of sick days among UK workers rose from 3.7 to 6.7 per year, resulting in significant absenteeism costs to businesses.

8. 84% of workers experienced a mental health challenge in the past year

Research from Spill revealed that a vast majority of workers faced at least one mental health challenge over the last year, underscoring the need for robust mental health support systems in workplaces.  

9. Only 38% feel comfortable using company mental health services

Despite the availability of mental health resources, less than four in ten employees felt comfortable utilizing their company's mental health services, pointing to lingering stigma and awareness issues.

How leadership can better support employee well-being

HR leaders spend a lot of time doing reactive work – constantly addressing urgent or high-pressure situations often due to lack of proactive leader enablement.  

Leadership plays a pivotal role in shaping the well-being of a workforce. When leaders model healthy behaviors, prioritize open communication, and actively support well-being initiatives, it sets the tone for the entire organization.  

Employees also look to their leaders not just for direction, but for validation, support, and a sense of psychological safety. Leaders who ignore signs of stress, overwork, or disengagement risk creating an environment where burnout becomes the norm.  

On the other hand, those who lead with empathy, transparency, and care foster trust, boost morale, and build high-performing teams. When leaders lead with humanity, everyone wins.

Actionable steps leaders can take to support employee well-being

The most effective leaders recognize that supporting well-being isn’t a one-time initiative. It’s an ongoing commitment that requires intention, compassion, and consistency.

• Normalize conversations about well-being: Regularly check in with team members beyond work tasks – ask how they're really doing.

• Model healthy boundaries: Set the example by taking breaks, using vacation time, and disconnecting after work hours.

• Recognize effort and impact: Acknowledge individual and team contributions frequently and meaningfully.

Download A Leader’s Guide to Recognition to get actionable steps on how your leaders can lead by example and boost their team’s productivity and performance through the power of recognition.

• Promote flexibility: Support flexible work hours or hybrid schedules when possible to help employees balance life and work.

• Invest in manager training: Equip leaders with the skills to recognize signs of burnout and offer support effectively.

• Encourage use of wellness resources: Actively promote and de-stigmatize the use of mental health services or employee benefits, programs and resources.

• Build a culture of feedback: Create safe spaces where employees can voice concerns and suggest improvements without fear.

Managers should be equipped with training to recognize signs of burnout and stress, while employees should have access to resources like counseling, well-being benefits, and recognition programs that celebrate effort and progress.  

Most importantly, leaders must listen – gathering regular feedback and adapting wellness strategies based on what their people truly need.

Employee well-being is the future of work

The data doesn’t lie – these statistics paint a vivid picture of the current challenges and opportunities in promoting employee well-being. As the workplace continues to evolve, a proactive approach to well-being will be essential in building resilient and thriving teams.

Improving employee well-being starts with a culture that genuinely values its people. Organizations can make meaningful impact by investing in the necessary tools and resources that support their people and their business.