9 Employee Well-Being Statistics You Should Know in 2025

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.

1. 44% of Employees Reported Feeling Burned Out in the Past Year

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.

2. 71% of Employees Value Mental Health Benefits Over Traditional Perks

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.

3. Hybrid Workers Report 27% Higher Well-Being Scores Than Fully On-Site Employees

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:

• Reduced commuting time, freeing up personal hours
• Greater flexibility to balance work and personal life
• Fewer workplace distractions, leading to better focus
• Increased sense of trust and support from employers

To sustain these benefits, employers should ensure hybrid arrangements include:

• Equitable access to collaboration tools and technology
• Clear communication and availability expectations
• Transparent and fair performance metrics
• Efforts to maintain team inclusion and connection

Well-structured hybrid work can boost employee well-being while maintaining productivity and engagement.

4. Only 38% of Employees Feel Their Employer Prioritizes Well-Being

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.

5. Companies With Strong Well-Being Programs Experience 41% Lower Turnover

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:

• Financial wellness support: budgeting tools, debt counseling, and financial planning
• Mental health resources: access to counseling, stress management workshops, and mindfulness training
• Ergonomic work environments: adjustable workstations, comfortable seating, and injury prevention measures
• Physical wellness initiatives: fitness programs, health screenings, and nutrition guidance

By implementing these elements, organizations create a healthier workplace where employees feel valued, supported, and motivated to contribute their best work.

6. 60% of Gen Z Employees Cite Mental Health as a Top Workplace Concern

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.

7. Employees Who Feel Supported Are 2.3x More Likely to Be Engaged

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.

8. Digital Wellness Tools Are Used by 53% of Employees Weekly

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:

• Partnering with trusted digital wellness providers
• Offering a variety of user-friendly tools that address mental, physical, and emotional health
• Ensuring easy access to these resources across all work locations and schedules
• Encouraging regular use through communication and incentives

These digital tools provide convenient, personalized support that fits diverse employee needs and modern work environments.

9. 68% of Employees Say Financial Stress Negatively Affects Their Work

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.

Embracing Employee Well-Being for a Stronger Workplace in 2025

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.

Ready to elevate employee well-being in your organization? 

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.

FAQs

What are the key trends in employee well-being in 2025?

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.

Why is employee well-being important in the workplace?

Employee well-being directly impacts engagement, productivity, and retention. Supporting well-being can also reduce healthcare costs and improve overall company performance.

How do you measure employee well-being?

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.

What benefits support employee well-being the most?

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.