Spotlight Feature | 2025 HR Trend #5 | Health, Well-Being & Resilience

Health, Well-Being & Resilience

This article draws on insights from six key HR reports shaping the future of work. Links to the source articles can be found at the end.

Imagine a workplace where 53% of employees report burnout, yet only 35% of organisations have resilience programs (AIHR). One global retail company introduced an AI-powered wellness platform that reduced burnout rates by 25% and improved productivity by 12% within a year (AIHR). These examples show the transformative potential of prioritising health, well-being, and resilience as core organisational strategies.

This article draws on insights from six influential HR reports, summarised in a master article highlighting all the HR trends in 2025. Health, well-being, and resilience are critical to fostering employee engagement, reducing turnover, and sustaining innovation. Below, we explore the current landscape, sector-specific challenges, and actionable steps HR leaders can take to build healthier, more resilient workforces.

The Current State of Health, Well-Being & Resilience

While many organisations recognise the importance of well-being, significant gaps remain in implementation and accessibility. Insights from the reports reveal:

• 53% of employees experience burnout, yet only 43% of organisations effectively measure the impact of their well-being initiatives (Korn Ferry).

• Workplace stress costs an estimated $300 billion annually in lost productivity worldwide (McLean & Company).

• Hybrid work has intensified stress for knowledge workers, with 62% reporting blurred boundaries between personal and professional lives (Gartner).

Sector-Specific Insights:

• Retail and manufacturing face challenges in extending well-being programs to deskless workers, who often experience physical strain and lack access to resources (World HR Summit).

• Healthcare workers report the highest levels of burnout due to systemic pressures, understaffing, and emotional strain (I4CP).

• Technology and finance professionals frequently struggle with constant connectivity, contributing to rising stress and disengagement in hybrid environments (Gartner).

These findings underscore the urgency of embedding scalable and equitable well-being programs into workforce strategies.

Opportunities for Enhancing Health, Well-Being & Resilience

The reports reveal key opportunities to elevate organisational well-being:

1. Leveraging Technology for Personalization

AIHR emphasises the role of technology in making well-being programs scalable and tailored. Wearable devices can monitor stress levels, while AI-driven platforms offer personalised physical and mental health support recommendations.

2. Embedding Well-Being into Leadership Practices

Korn Ferry notes that organisations with leaders who visibly champion well-being foster cultures of care, leading to higher engagement and retention.

3. Addressing Equity in Well-Being

World HR Summit stresses the importance of designing inclusive programs that cater to deskless workers and hybrid teams, ensuring equitable access to resources.

4. Promoting Mental Health as a Priority

McLean & Company identifies mental health support—such as access to therapy, mental health days, and peer networks—as essential for building resilience.

Strategic Recommendations for HR Leaders

To create a sustainable and resilient workforce, HR leaders should implement these strategies:

1. Scale Well-Being Through Technology

• Adopt wellness platforms: Use digital tools to offer mindfulness sessions, fitness resources, and mental health support (AIHR).

• Leverage wearable devices: Monitor activity, stress, and sleep patterns to enable proactive health management (World HR Summit).

2. Train Leaders to Foster a Culture of Care

• Equip managers with well-being skills: Train leaders to recognise signs of burnout and provide direct support (Korn Ferry).

• Encourage boundary-setting: To reduce stress in hybrid teams, model behaviours like taking breaks and limiting after-hours communication (Gartner).

3. Build Equitable Programs for All Employees

• Focus on deskless workers: Develop on-site resources such as ergonomic tools, wellness check-ins, and physical health initiatives (McLean & Company).

• Address hybrid work challenges: Offer virtual wellness sessions, flexible schedules, and programs to maintain work-life balance (Gartner).

4. Build Resilience Through Continuous Learning

• Host resilience training: To empower employees, provide workshops on adaptability, stress management, and mindfulness (I4CP).

• Foster peer support networks: Create platforms where employees can connect, share experiences, and build community (McLean & Company).

Key Priorities for 2025

To drive meaningful progress in health, well-being, and resilience, organisations should focus on these priorities:

1. Make Well-Being a Leadership Imperative

Embed health and well-being objectives into leadership goals, ensuring visible commitment from the top.

2. Personalize Well-Being at Scale

Adopt AI and analytics to deliver customised solutions that address the unique needs of individual employees and teams.

3. Close Equity Gaps in Well-Being Programs

Ensure inclusive access to well-being resources in hybrid models, especially for deskless workers and employees.

4. Foster a Resilience-First Mindset

Promote resilience as a core competency through learning initiatives, leadership modelling, and organisational support.

The Road Ahead: A Resilient Workforce for the Future

Organisations prioritising health, well-being, and resilience create happier employees and lay the groundwork for long-term success. The companies leading the way are harnessing technology, fostering inclusive cultures, and preparing employees to adapt and thrive in an uncertain future.

The workforce of tomorrow demands health-first workplaces today. By embedding these values into organisational strategy, HR leaders can create sustainable, high-performing workplaces that empower employees to excel in 2025 and beyond.

Reflections on Health, Well-Being, and People Sustainability

Health, well-being, and resilience are not just workplace initiatives—they are commitments to humanity. For prospective employees, they are a sign of an organisation that genuinely cares. Studies show that nearly 90% of job seekers are more likely to join companies prioritising mental health and well-being (American Psychological Association). For current employees, well-being creates trust, engagement, and growth conditions. Programs that address burnout promote psychological safety and offer holistic support to ensure people feel valued and empowered to bring their best selves to work. Even for departing employees, a culture of well-being leaves a lasting impression. Knowing they were supported during their tenure builds goodwill and turns them into advocates for the organisation.

I believe well-being is the foundation for building trust, growth, and resilience. Imagine a workplace where mental health is a shared priority, resilience is fostered in every interaction, and people are supported at every stage of their journey. This is what sustainability looks like—a future where organisations empower people to thrive, adapt, and succeed together. We must ask ourselves: Are we ready to make well-being a cornerstone of how we work and lead?

This article synthesises insights exclusively from the following reports:

• AIHR’s HR Trends Report 2025

• Gartner’s Top 5 Priorities for HR Leaders in 2025

• I4CP’s 2025 Priorities & Predictions

• Korn Ferry’s 2025 Talent Trends Report

• McLean’s HR Trends 2025

• World HR Summit’s The Future of Work: 10 HR Predictions for a Flourishing Workforce in 2025

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