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Explore 9 employee well-being stats for 2025 to boost engagement, reduce burnout, and support a healthier, productive workforce.
Employee well-being remains a priority for organizations seeking to enhance performance, retention, and workplace satisfaction. As work environments continue to evolve in 2025, employers must stay informed about the latest trends and data points shaping the landscape of well-being at work. The following nine statistics offer valuable insight into how employees are feeling, what they need, and how organizations can adapt their strategies to support a healthier, more engaged workforce.
According to a 2025 Gallup Workplace Report, 44% of employees said they felt burned out at work either “very often” or “always.” Burnout can reduce productivity, increase absenteeism, and lead to higher turnover, especially when employees feel unsupported.
Employers must actively address burnout through workload management, mental health resources, and open communication. Investing in preventive measures can help reduce stress-related issues before they escalate.
A 2025 Mercer survey revealed that 71% of employees prefer mental health benefits—such as counseling and mindfulness apps—over perks like office snacks or gym memberships. This shift underscores a growing awareness of the importance of emotional well-being in the workplace.
Organizations that reallocate wellness budgets toward meaningful mental health resources are likely to see higher satisfaction and engagement levels. It also sends a strong signal that leadership prioritizes employee health.
A 2025 report from the American Psychological Association found that hybrid employees scored 27% higher in well-being than those working fully on-site. This increase is linked to reduced commuting time, improved work-life balance, and greater autonomy over schedules, all of which help reduce stress and improve job satisfaction.
Key factors contributing to these outcomes include:
To sustain these benefits, employers should ensure hybrid arrangements include:
Well-structured hybrid work can boost employee well-being while maintaining productivity and engagement.
A global workplace study by Qualtrics in 2025 shows that just 38% of employees believe their employer actively prioritizes their well-being. This gap between perception and intent can weaken trust and engagement.
Organizations must not only implement well-being initiatives but also communicate their purpose and effectiveness clearly. Transparency and employee feedback are essential in creating programs that genuinely support staff.
According to Deloitte’s 2025 Human Capital Trends report, companies that invest in comprehensive well-being programs see turnover rates that are 41% lower than those without such initiatives. This significant reduction highlights the impact that well-being support can have on employee retention.
Well-being programs that address multiple aspects of an employee’s life—including financial wellness, mental health resources, and physical work environment improvements—create a more supportive and engaging workplace culture.
Key components of effective well-being programs include:
By implementing these elements, organizations create a healthier workplace where employees feel valued, supported, and motivated to contribute their best work.
A 2025 Pew Research Center study found that 60% of Gen Z workers view mental health as one of the most important workplace issues. This generation expects employers to support emotional wellness, not just offer surface-level benefits.
As Gen Z continues to represent a growing share of the workforce, adapting workplace culture to support their well-being expectations is necessary for talent retention and engagement.
Gallup data from 2025 indicates that employees who feel their well-being is supported by their organization are 2.3 times more likely to be engaged. Engagement is closely linked to job satisfaction, performance, and loyalty.
Supportive environments include regular manager check-ins, accessible wellness resources, and recognition programs. A focus on support boosts morale and organizational performance.
A SHRM survey from Q1 2025 found that 53% of employees use digital wellness platforms on a weekly basis. These tools include meditation apps, virtual fitness programs, and teletherapy services. Usage is particularly high among remote and hybrid workers who benefit from flexible, accessible wellness options.
Employers looking to support employee well-being should consider:
These digital tools provide convenient, personalized support that fits diverse employee needs and modern work environments.
The 2025 PwC Employee Financial Wellness Survey showed that 68% of employees believe financial stress impacts their ability to concentrate, meet deadlines, or collaborate effectively. Rising costs of living and student loan debt contribute significantly to this issue.
Offering financial wellness programs, including budgeting workshops and access to financial advisors, can reduce stress and boost productivity. Supporting financial health is a key element of a well-rounded well-being strategy.
These statistics highlight the pressing need for comprehensive, data-driven well-being strategies in 2025. Organizations that recognize and respond to these trends are more likely to attract talent, increase engagement, and maintain a resilient workforce.
By investing in employee well-being with intention and clarity, employers can create workplaces that promote health, satisfaction, and sustainable performance.
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Schedule a demo with Assembly to discover how our all-in-one employee experience platform can help you create a more connected, supported, and productive workplace.
Employee well-being trends in 2025 include flexible work arrangements, digital wellness tools, and expanded mental health benefits. Companies are focusing on holistic support that includes financial and emotional wellness.
Employee well-being directly impacts engagement, productivity, and retention. Supporting well-being can also reduce healthcare costs and improve overall company performance.
Employee well-being can be measured through surveys, engagement metrics, absenteeism rates, and feedback on wellness programs. Regular check-ins and pulse surveys provide useful data.
Benefits such as mental health services, flexible scheduling, financial counseling, and wellness stipends are highly effective. Employees value programs that address both personal and professional needs.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
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