A quarter of UK employees report that their work negatively affects their mental (25%) or physical (24%) health. This figure represents around 8.5 million workers.
That’s according to the CIPD Good Work Index 2025. The Good Work Index, now in its eighth year, is based on responses from 5,000 working adults across the UK. The report shows that the most significant factors linked to unhealthy work environments are excessive workloads, stress, poor workplace relationships and inadequate line management.
Employees who say their job harms their mental health are less likely to be satisfied in their roles (37% compared to 93% among those reporting a positive impact), more likely to leave their jobs in the next 12 months (34% vs 14%) and less willing to go above what is required for their organisation (39% vs 69%).
The survey also found that 46 percent of workers have experienced a physical health condition in the past year, while 42 percent have had a mental health issue. Musculoskeletal problems (32%), anxiety (27%), sleep disorders (27%) and depression (15%) were among the most reported conditions.
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Line managers play critical role in tackling unhealthy work
The CIPD is urging employers to strengthen support for line managers, citing their central role in controlling workloads, offering flexibility and maintaining wellbeing. The organisation argues that efforts to reduce health-related economic inactivity must address poor management practices and job design.
Peter Cheese, chief executive of the CIPD, said, “While certain aspects of job quality have improved for some workers, for a significant minority work isn’t getting better and is negatively impacting their health. This points to a real need to look beyond the symptoms of unhealthy work to its root causes, including job design and workload management, lack of awareness or capabilities in good people management, and the supportive cultures needed to help people give their best.
“There’s a clear business and moral case for prioritising wellbeing at work. It’s not just good for individuals, but helps boost employee performance and retention, as well as reducing health-related inactivity in the labour market.
“Tackling work-related stress, one of the main causes of sickness absence and associated with rising levels of economic inactivity, must be a priority for both employers and policy makers. The government’s efforts to encourage more focus on the wellbeing of the workforce will require more organisations to equip managers with the time and skills they need to manage people properly, and to keep people well and in work.”
Manager support improves but gaps remain
Only 60 percent of managers report having adequate training and information to manage staff well, and 59 percent say they have sufficient time. However, support appears to be improving. The proportion of workers who feel they have a supportive manager when problems arise has increased from 74 percent in 2023 to 79 percent in 2025. A majority (69%) now say their manager is open and approachable about mental health, up from 63 percent in 2023.
The report noted other shifts in the employment landscape. Fewer people report difficulty keeping up with bills, with 54 percent saying they can manage without problems, up from 50 percent in 2024. This suggests slight relief from ongoing cost of living pressures.
Technology is also influencing job quality. Sixteen percent of employees say some of their tasks have been automated through AI. Of these, 85 percent report improved performance as a result. Workers whose roles have been partially automated also report higher job satisfaction and better mental wellbeing, suggesting that well-managed automation may have a positive impact on work experience.
The Good Work Index is structured around seven indicators: pay and benefits, contracts and job security, job design, relationships at work, employee voice and health and wellbeing. The CIPD’s findings align with broader efforts by the UK Government to reduce health-related inactivity through initiatives such as the Keep Britain Working review.
