Employee Well-being

The GBC requires clear, fair and transparent policies that support and encourage employee well-being and ban unreasonable penalties for legitimate sickness.

7.8 days

The average rate of employee absence per employee per year, the highest for over a decade.

CIPD health and wellbeing at work, 2023

Impact – Why Employee Well-being Matters

People matter and that includes their physical and mental health. If employees are not cared for, there will be knock-on effects through the business, and society. A culture of working long hours is counterproductive. Absenteeism and presenteeism is costly to business and society, impacting on productivity and the well-being of a whole team.

No one should be doing their job fearful of becoming unwell nor feel forced to come to work even if unwell. Responsible organisations will strive to have supportive line management who will allow open, honest discussion without concern of punitive repercussion.

How prioritising employee well-being can enhance productivity and business success

We spoke to some of our accredited organisations to explore their proactive efforts in meeting the employee well-being component, looking at how these organisations prioritise employee welfare.

Championing Well-being

Leek Building Society demonstrates how they have put employee well-being at the heart of their business.

Resources

CIPD

Our Stance On – Sick Pay

The Good Business Charter strongly encourages members to, where possible, pay staff members generous sick pay when unable to work. At the very least, we would expect sick pay to match or exceed the Real Living Wage and be paid without waiting days. In all cases we encourage dialogue between employers and their staff members about appropriate arrangements.

Our Ten Components