the flexibility to work abroad
Rated higher by non-Hybrid workers
Rated higher by Hybrid workers
Encouraging colleague & manager support
Ensuring fairness and equitable treatment
Manager support
Prioritisation of health & safety
Job clarity
Some workers, particularly in collectivist cultures, are likely to expect more input from managers and their organisation when working remotely. International organisations may want to consider
a tailored approach to ensure all geographical regions have access to support they find beneficial.
Being given the choice of where you work, rather than location of work is what makes a difference to wellbeing.
Workers who are able to choose where they work demonstrated higher job satisfaction, while those able to choose a location in other countries had higher work engagement and productivity, as well as being half as likely to have high turnover intention.
Greater levels of remote working help individuals save money and are associated with greater autonomy.
USEFUL ACTIVITIES & RESOURCES
The Most Important Factors Contributing To Wellbeing For All Workers Were:
Considerable Differences Between Global Areas On Perceptions Of Duty Of Care
Flexibility In Location Of Work Has Consistently Positive Effect
Different Working Patterns Have Different Effects
have lower levels of wellbeing*
Wellbeing Continues To Present A Significant Issue Globally
Managing Duty of Care for Wellbeing Within a Hybrid Workforce
This survey was completed by over 1,000 employees from around the world, representing a wide range of industries and sectors, in July 2022.
Mental health first aider training
Those who work predominantly remotely are less than 1/2 as likely to disclose mental health concerns than those who work predominantly in the workplace.
Workers who spend some time in the workplace, particularly at a 50/50 split are more likely to receive greater psychosocial support and to talk about wellbeing.
of workers reported experiencing burnout
20%
more hours than they are expected to per week. Working hours are the most significant contributor to stress and mental ill-health.
Workers put in
*The WHO-5 Well-Being Index was used to measure mental wellbeing, a scale that has been validated across the world.
working pattern
demographics
Predominantly remote
17%
Variable levels of hybrid working
3%
50/50 split
14%
Occasional days in the workplace
14%
Nomadic worker
1%
Occasional days working remotely
19%
Predominantly at the workplace
32%
40%
60%
Non-Hybrid workers
Hybrid Workers
74%
26%
59%
41%
59%
41%
51%
49%
51%
49%
44%
56%
North America
Europe
South America
Total
Asia
Oceania
Africa
Oceania
5%
South America
9%
North America
11%
Africa
11%
Asia
23%
Europe
41%
Hybrid Working By Continent
121 short term counselling
workplace adjustments
additional resources (e.g. administrative support)
40%
60%
20%
Employee councils
Mental health awareness training
Stress awareness training
