Happiness at work should be treated as seriously as safety or equality laws, says former Waitrose boss and UK Trade Minister Lord Mark Price, as he prepares to launch a global charter aimed at changing how organisations think about employee wellbeing.
On September 3rd, Price will formally unveil the Work Happiness Charter, a new global framework backed by seven years of research through his workplace consultancy WorkL and aimed at codifying what it means to be happy at work.
The Charter lays out 10 employee rights — including fair pay, respect, recognition and development — alongside 10 responsibilities such as effort, punctuality, honesty and upholding the law. Employers and individuals are invited to sign up and display a badge of commitment to what Price describes as “a future where work is more fulfilling and productive”.
“I urge leaders across business and government to recognise happiness at work not as a luxury, but a right,” said Price. “A happy workforce isn’t just good for people; it’s good for business too. Together, we can create a future where work is more fulfilling and productive.”
The initiative launches alongside Price’s new book, Work Happier, which explores the drivers of workplace contentment and how employees can take action to improve their own working lives. Both the book and the Charter aim to move the happiness conversation beyond perks or culture to something more formalised, and more enforceable.
“If I’m remembered for one thing in my business career, I want it to be this – my Work Happiness Charter,” he said. “My goal now is for everyone to sign up to The Work Happiness Charter, from employers large and small, to employees and government agencies.”
A challenge to HR leaders
The Charter is positioned as a universal code for workplaces globally, but it also raises key questions for HR leaders about where happiness fits into their remit, and whether it will become a new area of accountability.
HR teams are already under pressure to improve employee experience, support mental health and retain talent in a tightening labour market. Now, with Price pushing for happiness to be viewed as a measurable workplace right, there could be calls for clearer policy integration, more data transparency and increased scrutiny of engagement practices.
The full list of rights and responsibilities are:
Rights
● To be paid fairly for your efforts.
● To be recognised for good performance.
● To be safe.
● To be trained and developed to be the best you can be.
● To be equipped to do your job well.
● To be kept well informed.
● To be treated with respect.
● To be listened to.
● To be given the opportunity to show your ability.
● To be cared for and supported when needed.
Responsibilities
● To give your best effort.
● To develop yourself.
● To have the best interests of your organisations.
● To be punctual.
● To be positive.
● To give constructive advice.
● To take responsibility.
● To be honest.
● To be truthful.
● To uphold the law.
The Charter draws on WorkL’s global dataset of employee sentiment, built since its founding in 2017. The consultancy, which works with over 1,000 organisations, has developed tools such as the Happy at Work Test — taken by more than one million people worldwide — and offers pulse surveys, benchmarking and culture diagnostics.
WorkL claims that companies using its tools report higher retention and improved productivity, and argues that happiness can and should be tracked in the same way as safety or compliance.
“Your working life is a precious gift for you to give,” the Charter states. “It is your right to be happy at work.”
Whether organisations treat the Charter as a PR badge or a blueprint for action remains to be seen, but its launch is likely to add fuel to ongoing discussions about the legal and ethical responsibilities employers have to ensure not just safety and fairness but also satisfaction.
