One in Five Employees Reports Wellbeing Decline

by Tom Curran, Head of Wellbeing, Lockton People Solutions

A recent survey we conducted of 725 employees around the country, has confirmed that focus on wellbeing is more critical than ever. Unfortunately, despite the increased awareness and investment in wellbeing, more than one in four women (27pc) reported a decline in their overall wellbeing over the past year—twice the rate of men, where only one in ten (13pc) experienced a similar downturn. This gender disparity is concerning and highlights that many employees, especially women, aren’t getting the support they need to truly thrive.

Our survey showed that just 27pc of workers have noticed an improvement in their wellbeing over the last 12 months. More concerningly, more than half of respondents (53pc) reported no noticeable change, and one in five (20pc) indicated a decline in their wellbeing. While men were more likely to report improvements in their overall wellbeing (34pc compared to 20pc of women) —the data highlights how women continue to face disproportionate challenges, not only in terms of mental health but also in terms of overall wellbeing.

One of the most striking findings is that while mental health supports have improved significantly over the past five years, there’s still too much emphasis on reactive care rather than preventative support. Wellbeing is multifaceted; if we focus too much on one area, we risk overlooking others. The fact that only a small proportion of workers report improvements in their wellbeing is troubling. It suggests that many employees face significant pressures both inside and outside the workplace. Employers need to do more than just acknowledge these issues; we need to address the root causes, not just the symptoms. This means fostering a workplace culture that prioritises mental health, encourages a proper work-life balance, and offers targeted support for those most at risk of experiencing a decline in wellbeing.

Our research also highlighted a generational divide in wellbeing. Younger workers, particularly those aged 18-24 (39pc) and 25-34 (41pc), were more likely to report improvements in their wellbeing over the past year. In contrast, older employees—particularly those aged 55 and above—were more likely to report that their wellbeing remained unchanged, with two-thirds (65pc) saying they experienced no noticeable difference. This generational gap shows the importance of adopting a multi-generational approach to employee benefits.

What a single 24-year-old might need from a wellbeing program can be vastly different from the needs of a 50-year-old who may have caregiving responsibilities for both children and older dependents. Ensuring that wellbeing initiatives are relevant and accessible to employees at every stage of life is key to their success.

Another significant finding was the level of support employees feel from their employers. Just one in five (20pc) workers reported feeling ‘fully supported,’ while the majority (57pc) said they were ‘mostly or moderately supported.’ However, it’s concerning that one in four (23pc) do not feel adequately supported at all —and here again, we see a gender disparity. More women (27pc) than men (19pc) reported that their wellbeing needs are not being fully met. This signals a gap in how current wellbeing initiatives are addressing the diverse needs of employees.

As employers, we need to take a more proactive and inclusive approach. The fact that so many workers, particularly women, feel unsupported is a sign that our current strategies may not be reaching all employees effectively. Our goal should be to create an environment where every employee feels empowered and supported to maintain and improve their overall wellbeing. This starts with involving employees in the design of any wellbeing or benefits offerings and ensuring that communication is clear, continuous, and engaging. Only by making wellbeing initiatives meaningful and relevant to the diverse needs of the workforce can we ensure they truly make a difference.

Our findings serve as a reminder that while progress has been made, there’s still a long way to go in ensuring that all employees—regardless of gender or age—feel supported and empowered to be their best selves, both at work and in life.

About the author

Tom Curran is a healthcare and finance expert with almost 20 years of experience in healthcare operations, employee wellbeing, employee benefits, and occupational health management. Tom leads the Wellbeing team at Lockton People Solutions Ireland, the largest privately owned, independent insurance brokerage firm in the world.

Tom’s unique combination of qualifications as a Chartered Accountant and Chartered Physiotherapist enables him to deliver innovative and effective wellbeing solutions that align with the strategic goals and financial realities of their clients.