Looking after people’s health and wellbeing is central to the CIPD’s purpose of championing better work and working lives. If employees are healthy and happy, this can lead to better outcomes for themselves, organisations and wider society. An effective health and wellbeing programme is not a ‘nice to have’ but a core driver of organisational effectiveness: as well as improving the resilience and engagement of individuals, there is growing evidence that enhanced wellbeing levels can lead to more innovation and better productivity. It is also the right thing to do.
The CIPD is setting a more aspirational agenda for health and wellbeing at work – it’s not enough to support people when they are ill; employers should be putting in place the right preventative framework to promote the health and wellbeing of their workforce. This means developing an holistic approach to optimise people’s physical and mental wellbeing that is linked to corporate goals and at the forefront of how managers manage their people. It should be based on the fundamental pillars of a supportive working culture, strong and inclusive leadership, and good people management.
HR professionals have a vital role to play in championing the health and wellbeing agenda in organisations. As well as understanding the links between good wellbeing and higher engagement, they can convince senior leaders to prioritise health and wellbeing. They are also in the best position to train and guide line managers in implementing people management policies and developing an open management style.
Growing the health and wellbeing agenda
Watch the introductory video
The CIPD is embarking on a long-term project on employee health and wellbeing. We think that HR has a vital role to play in creating healthier workplaces. Here are a range of resources that have been published as part of this programme of work.
The spread of COVID-19, commonly referred to as the coronavirus, is an exceptional event that’s becoming an increasing public and workplace priority. Employers will be called on to take every possible action to protect workers while maintaining business operations. Our advice, resources and guidance will support employers and people professionals in their response.
This guide outlines considerations and provides advice on how mental health can be supported as lockdown ends and there is a phased return to the workplace.
Mental health and resilience
Promoting good mental health
With reports of mental health problems at work increasing yearly, we look at the need for businesses to foster good mental health in their organisations. Access a range of resources on the subject.
Resilience and managing stress
Access resources that can help you learn how to identify the signs of stress and to understand the idea of resilience and why it is fundamental to the success of both individuals and organisations, helping them to adapt to change and bounce back from adversity.
Wellbeing and the workplace
Health and wellbeing at work
The CIPD's latest UK Health and wellbeing at work survey report survey provides valuable benchmarking data to help organisations evaluate and improve their health and wellbeing practices. It aims to get under the skin of workplace policy and culture to give the profession greater insight into what’s really driving employee absence, attendance and behaviour.
Developing managers for engagement and wellbeing
Sponsored by the CIPD, IOSH and the Affinity Health at Work Research Consortium, Affinity Health at Work has conducted research to review all the evidence available about what affects the success of developing managers who support employee engagement, health and wellbeing.
They have produced a number of resources, including a maturing model, checklists, case studies and top tips as well as a full research report.
These reports and guides, produced in partnership with Close Brothers, show how financial concerns can affect employee mental and physical health and the impact that this has on business performance. They also provide help for organisations wanting to improve their employees' financial well-being