0 / 24

Model 05 of 74 · Leadership & People

Employee Wellbeing Maturity Assessment

Assess how well your organisation supports, protects, and promotes employee wellbeing across mental, physical, and financial dimensions.

Pillars & areas

Support

Protect the person

  1. 01Mental Health & Psychological Safety
  2. 02Workload & Sustainability

Environment

Shape the conditions

  1. 03Physical Health & Environment
  2. 04Financial Wellbeing

Sustain

Drive accountability

  1. 05Manager Role in Wellbeing
  2. 06Measurement & Accountability

Levels

  1. 1TokenisticPolicy not practice
  2. 2SupportiveActive investment
  3. 3PreventativeDesigned into operations

01 Mental Health & Psychological Safety

Does the organisation create conditions where people feel safe, supported, and able to speak up about how they're feeling?

0/4 answered

MH-1How comfortable are people in your organisation talking about mental health at work?

Think about whether someone struggling with anxiety, depression, or stress would feel safe telling their manager.

MH-2What mental health support does your organisation provide?

Consider whether support is easy to access and genuinely useful, or whether it's a phone number on the intranet that nobody calls.

MH-3How psychologically safe is your workplace?

Psychological safety means people can speak up, disagree, admit mistakes, and ask for help without fear of punishment or humiliation.

MH-4How does your organisation support people returning to work after a mental health absence?

Think about whether the return feels supported and gradual, or whether people are expected to come back at full capacity immediately.

02 Workload & Sustainability

Are workloads manageable and sustainable, or is burnout normalised?

0/4 answered

WS-1How well does your organisation manage workload to prevent burnout?

Think about whether consistently working long hours or weekends is seen as dedication or as a problem to fix.

WS-2How does your organisation handle periods of peak demand or high pressure?

Consider whether intense periods are followed by recovery, or whether the 'surge' just becomes the new normal.

WS-3How does your organisation ensure people take their leave entitlement?

Think about whether people actually take their annual leave, or whether they carry it over, lose it, or feel guilty using it.

WS-4How effectively does your organisation protect people's time for focused, uninterrupted work?

Consider whether people have time to think and do deep work, or whether every day is fragmented by meetings, messages, and interruptions.

03 Physical Health & Environment

Does the organisation support physical health through its workplace, policies, and benefits?

0/4 answered

PH-1How does your workplace environment support physical health?

Think about whether the workspace is ergonomic, comfortable, and designed for health — or whether people tolerate poor conditions.

PH-2Does your organisation encourage and support physical activity?

Consider whether the organisation makes it easy to be active, or whether sedentary behaviour is the default.

PH-3How does your organisation support people with chronic health conditions or disabilities?

Think about whether adjustments are easy to get and free of stigma, or whether people feel they're a burden for asking.

PH-4How comprehensive is your organisation's health benefits offering?

Consider whether health benefits genuinely support people's needs, or whether they're a basic minimum.

04 Financial Wellbeing

Does the organisation help people feel financially secure and supported?

0/4 answered

FW-1How does your organisation support employees' financial literacy and planning?

Think about whether people have access to financial education, or whether pay is the beginning and end of the financial relationship.

FW-2How does your organisation support employees facing financial hardship?

Consider whether someone experiencing financial difficulty would feel able to seek help, and whether help is actually available.

FW-3How transparent and fair is your organisation's approach to pay?

Think about whether people understand how their pay is determined and feel it is fair relative to their peers and the market.

FW-4How does your organisation help employees prepare for their financial future?

Consider retirement planning, long-term savings, and whether the organisation goes beyond the statutory minimum.

05 Manager Role in Wellbeing

Are managers equipped and expected to protect and promote their team's wellbeing?

0/4 answered

MW-1How well trained are your managers to recognise and respond to wellbeing issues?

Think about whether managers would know what to do if a team member disclosed they were struggling with their mental health.

MW-2How accountable are managers for the wellbeing of their team?

Consider whether team wellbeing is a formal part of a manager's responsibilities, or whether it's entirely optional.

MW-3How well do managers model healthy behaviours?

Think about whether managers take leave, work reasonable hours, and set boundaries — or whether they model overwork.

MW-4How do managers balance performance expectations with wellbeing?

Consider whether 'high performance' and 'wellbeing' are seen as competing priorities, or as mutually reinforcing.

06 Measurement & Accountability

Does the organisation measure wellbeing and hold itself accountable for improvement?

0/4 answered

MA-1How does your organisation measure employee wellbeing?

Think about whether you have data on how people are actually feeling, or whether you assume things are fine.

MA-2How does your organisation use wellbeing data to drive action?

Consider whether wellbeing data sits in a report, or whether it actually changes how the organisation operates.

MA-3How does your organisation evaluate the effectiveness of its wellbeing initiatives?

Think about whether you know if your wellbeing programmes actually work, or whether you assume they help because they exist.

MA-4How transparent is your organisation about its wellbeing performance?

Consider whether employees know how the organisation is performing on wellbeing, or whether the data is kept behind closed doors.

Self-assessment report

Employee Wellbeing

Answer the questions above and your report builds here: an overall score, a score and target for each area, and the three changes that matter most.

About this model

About the Employee Wellbeing maturity model

Wellbeing is not a perk — it is the foundation on which performance, retention, and culture are built. Organisations that treat wellbeing as an afterthought or a benefits line item will always struggle with burnout, absenteeism, and disengagement. Organisations that embed it into how they operate will outperform.

This model assesses wellbeing holistically — mental health, physical health, workload sustainability, financial security, and the role managers and culture play in either protecting or eroding it. It goes beyond whether you offer an Employee Assistance Programme to whether people actually feel well at work.

24 questions across 6 key areas, assessing how well your organisation supports, protects, and promotes employee wellbeing. Takes approximately 10-15 minutes to complete.

Who this assessment is for

  • HR and people leaders
  • Senior leaders and executive teams
  • Managers at all levels
  • Occupational health and wellbeing professionals
  • Employee representatives and union leaders

The three maturity levels

  • Level 1 — Tokenistic: Wellbeing is acknowledged in policy but not prioritised in practice. Support is limited to basic benefits (e.g. EAP) with low awareness or uptake. Workload and culture issues that harm wellbeing are not addressed. People who struggle are seen as the problem, not the environment.
  • Level 2 — Supportive: The organisation actively invests in wellbeing through programmes, resources, and manager training. There is genuine intent, and most people know what support is available. However, the root causes of poor wellbeing (workload, culture, management) may still not be fully addressed.
  • Level 3 — Preventative: Wellbeing is built into how the organisation operates — not just supported after harm occurs, but designed to prevent it. Workloads are sustainable, psychological safety is high, managers are accountable for team wellbeing, and the organisation uses data to identify and address risks before they become problems.

The 6 areas assessed

  1. Mental Health & Psychological Safety — Does the organisation create conditions where people feel safe, supported, and able to speak up about how they're feeling?
  2. Workload & Sustainability — Are workloads manageable and sustainable, or is burnout normalised?
  3. Physical Health & Environment — Does the organisation support physical health through its workplace, policies, and benefits?
  4. Financial Wellbeing — Does the organisation help people feel financially secure and supported?
  5. Manager Role in Wellbeing — Are managers equipped and expected to protect and promote their team's wellbeing?
  6. Measurement & Accountability — Does the organisation measure wellbeing and hold itself accountable for improvement?

How this model relates to other frameworks

  • WHO Healthy Workplace Framework
  • CIPD Health and Wellbeing at Work guidance
  • Health and Safety Executive (HSE) Management Standards (UK)
  • Gallup Wellbeing research
  • ISO 45003:2021 Psychological Health and Safety at Work

Frequently asked questions

What is the Employee Wellbeing maturity model?

Assess how well your organisation supports, protects, and promotes employee wellbeing across mental, physical, and financial dimensions. It is an original, simplified model with three maturity levels (Tokenistic, Supportive and Preventative), assessed through 24 questions across 6 areas: Mental Health & Psychological Safety, Workload & Sustainability, Physical Health & Environment, Financial Wellbeing, Manager Role in Wellbeing and Measurement & Accountability.

How long does the Employee Wellbeing assessment take?

Most people finish in 10–14 minutes. Each of the 24 questions has three concrete answer options. Your progress is saved in the page URL, so you can bookmark it and come back later.

How is the score calculated?

Each answer scores 1 (Tokenistic), 2 (Supportive) or 3 (Preventative). An area's score is the average of its answered questions, and the overall score is the average of the area scores, so every area counts equally. Scores run from 1.0 to 3.0.

Is my data stored or shared?

No. Your answers are never sent to a server. They are stored only in the page URL, which you control. Copy the link to share results with colleagues, or export a PDF or CSV report.

How should I use the results?

Start with "Where to focus" in your report. It lists the questions with the biggest gap to the target you set for each area, and shows what the next level looks like in practice. For a fuller picture, ask several people from different teams to complete the assessment and compare their links. Differences in perception are often as revealing as the scores themselves.