Just one quarter (27pc) of Irish workers stated that their wellbeing had improved over the last 12 months.
The remainder reported no noticeable change (53pc) or a worsening (20pc) in their overall wellbeing compared to last year.
These are the results of the first wave of the Lockton People Solutions Employee Benefits Research Study, which surveyed 725 employees across the country to assess overall changes in their physical, mental, and financial wellbeing compared to last year. The survey found that women were twice as likely as men to have experienced a decline in their overall wellbeing (27pc vs. 13pc). In contrast, a greater proportion of men (34pc) reported improvements in their wellbeing compared to women (20pc).
When asked whether their employer was supportive and understanding regarding their wellbeing needs, more than three-quarters of workers (77pc) felt that their needs are being met to varying degrees.
Tom Curran, Head of Wellbeing, of Lockton People Solutions, commented on the findings,
“Despite increasing focus and investment by employers, and indeed society, on wellbeing, it’s a major concern that only 27pc of workers report an improvement in their wellbeing, while 20pc report a decline. Mental health supports have significantly improved over the last 5 years, but this is one facet of wellbeing. Too much focus on one area, or indeed on the wrong type of support, such as reactive rather than preventative care, can mean other aspects of wellbeing get overlooked.
While it’s encouraging to see that a quarter of workers are experiencing improvements, the fact that one in five are seeing a decline—and an even greater number of women—cannot be overlooked. A significant number of employees are facing ongoing pressures and challenges both in and outside of the workplace and, it's incumbent on employers to do what they can to alleviate any strains their workers might be under. The gender disparity suggests that women may be disproportionately affected by stressors in the workplace and beyond.
Concerns over finances can be a trigger for mental health issues amongst workers, yet the number of employers providing financial education support remains low.
For employers, it's important not only to recognise these issues but also to work to address causes rather than symptoms. This means adopting a workplace culture that prioritises mental health, promotes a work-life balance, and offers targeted support for those who may be at greater risk of wellbeing declines”.
The Age Effect
The survey revealed that age appears to have a bearing on changes in wellbeing over the course of the year with younger age groups, particularly those aged 18-24 (39pc) and 25-34 (41pc), reporting greater improvements compared to older individuals, such as those over 55 (12pc).
Older cohorts were more likely to report that their wellbeing remained unchanged over the past 12 months, with 63pc of those aged 45-54 and 65pc of those 55 and older indicating no change, compared to just 41pc of 25-34-year-olds.
Mr Curran, went on to say,
“These results highlight the importance of a multi-generational approach to the design and implementation of an employee benefits offering, that is relevant to all workers at all stages of their career and life. Priorities are constantly evolving, with major differences in the needs of a single 24-year-old compared to those of a 50-year-old with caregiving responsibilities to younger and older dependants. Employee engagement is so critical for the successful implementation of any benefits and wellbeing offering.”
Supportive Employers
The Lockton survey also revealed that 20pc of those surveyed feel ‘fully supported’ by their employer, while 57pc say they are mostly or moderately supported – but there is room for improvement. In contrast, one in four (23pc) feel they are not well supported. Women were more likely than men to say that their individual and wellbeing needs are not being met, with 27pc of women reporting this compared to 19pc of men.
Mr Curran added,
“While a minority of 20pc of workers report that their wellbeing needs are being fully met, there remains a significant one in four who do not feel adequately supported. The gap between those who feel fully supported and those who do not suggest that current wellbeing initiatives may not be addressing the needs of all employees effectively.
The goal for employers should be to create an environment where all employees feel supported and empowered to maintain and improve their overall wellbeing. Including employees in the design of any benefits offering is important, as well as proving clear and continuous communication and engagement support to bring the offering to life in a meaningful and relevant way.”
