Evolving trends in 2024
2024 marked a pivotal year for workplace wellbeing, with organisations worldwide facing mounting challenges and uncovering innovative solutions to address evolving employee needs and disengagement. The past year has reshaped how senior leaders and HR directors think about employee experience paving the way for big changes in 2025. Here, we review what defined workplace wellbeing in 2024 and offer a forward-looking perspective for those seeking to get ahead in 2025.
Mental health as a priority
The global mental health crisis significantly impacted workplaces, with industries like finance and insurance reporting burnout rates well above the global average. Open discussions about mental health and proactive measures became essential for maintaining morale and productivity, underscoring the economic cost of unchecked stress.
The influence of office design
Modern office design emerged as a key driver of employee satisfaction and retention. Research highlighted that well-designed spaces, incorporating biophilic elements, ergonomic furniture, and adaptable workstations, improved mood and reduced turnover. It looks like this area is set for huge innovation this year too!
AI’s mixed impact
Artificial intelligence streamlined operations and boosted efficiency but raised concerns about job security and over-reliance on technology. Experts stressed the importance of ethical AI use and robust training programs to address employee anxieties and foster trust in its implementation.
Advancing neuroinclusion
The focus on neuroinclusion grew, with organisations recognizing the value of supporting neurodiverse employees, including those with autism and ADHD. Flexible work options, inclusive communication strategies, and bias-free hiring practices were adopted as best practices for equitable workplaces.
The return-to-office debate
Return-to-office (RTO) mandates remained contentious, often appearing as power struggles rather than strategic decisions. Experts advocated for abandoning rigid mandates in favor of flexible, outcome-based approaches that align with employee expectations and workplace trends. Leaders are urged to critically assess whether RTO addresses business needs or merely reflects a desire for control. Maybe, just maybe, 2025 will see the back of this debate, which is wearing thin now!
Key risks to be aware of
As we approach 2025, several key risks threaten to escalate if not addressed proactively:
The burnout epidemic
Rising burnout rates pose significant challenges, including diminished productivity and increased employee turnover. Over-reliance on quick fixes—such as superficial wellbeing programs—has drained resources and goodwill while delivering limited impact.
Digital overload
The “always-on” culture continues to fuel stress and anxiety. While digital detoxes and boundary-setting are helpful, they are insufficient without deeper systemic changes in job design, workload management, and employee experience. Left unresolved, this issue risks becoming an unseen but critical weakness for organisations.
Resistance to change
Efforts to advance neuroinclusion, AI adoption and other innovations are stalling due to resistance from leadership and employees alike. Many are grappling with “change fatigue,” struggling to keep up with constant shifts in demands and expectations. This lack of energy and patience for new initiatives creates a fragile foundation for innovation of any kind in 2025 and should be a red flag.
Looking ahead to 2025
Workplace wellbeing is at a turning point, presenting both pressing challenges and transformative opportunities. The harsh reality of poor wellbeing in many workplaces has made it a high priority for leaders, driven by the failures of fragmented, trend-based, and outsourced approaches that have wasted resources and goodwill.
On a positive note, increased C-suite engagement is ushering in meaningful change, with an emphasis on robust measurement, accountability, and strategic focus. 2025 is expected to bring a shift toward addressing root causes of employee challenges through in-depth diagnosis, targeted solutions, and a commitment to long-term improvement.
Maturation in 2025
Data-driven innovation
Leaders are moving away from a reliance on intuition and hearsay-based decision-making, adopting data-informed strategies and well-managed experimental solutions to drive effective change.
Reimagining leadership and culture
Leadership development will center on leading people rather than businesses, emphasizing trust, inclusion, and adaptability. This shift aims to rehumanize workplaces.
Integrated wellbeing strategies
Wellbeing strategies must be seamlessly integrated with employee experience, corporate culture, engagement, and recruitment, forming a cohesive part of the overall people strategy rather than existing as separate initiatives.
What else I think is on the horizon
Reshaping the supplier landscape
Businesses will move away from a reliance on external solutions, leading to the disappearance or reinvention of many suppliers. Future offerings will need to meet stringent demands for measurable impact. Frankly, it’s about time!
Industry-specific solutions
As more diverse industry leaders prioritize wellbeing, we can expect tailored insights and solutions that recognize the unique needs of different sectors, moving beyond one-size-fits-all (nobody) approaches.
Raising the bar for recognition
Awards and quality marks that are too easily obtained will face increased scrutiny. Authentic achievements will gain value, while superficial accolades may harm reputations.
A Call to Action
As more senior leaders take a closer look at their organisations, the potential for meaningful progress in workplace wellbeing with positive outcomes for people and business has never been greater. Let’s hope my 2025 review reflects significant strides forward.
If you are ready to go forth and conquer this space, I recommend a quick glance over my final article of 2024: “2025 should be the Year HR FINALLY Steps Into Its Power! Here’s how!”.
Of course, the offer to reach out for an initial discussion about workplace wellbeing in your business is always there.