71 Percent of Employees See Well-being as the Driver of Workplace Culture

Workplace Culture

How important is employee well-being in workplace culture? According to research by LifeWorks, 71 percent of US employer respondents view employee well-being as a fundamental driver of their workplace culture.

LifeWorks is an HR Technology company that helps employees by providing a global employee well-being platform that serves 49,000 companies with more than 15 million users.

Workplace health and well-being programs can help both the wellness of the employees, but also can lead to a significant increase in the engagement and overall productivity in the workplace. A more productive workplace can save employers thousands per employee from unproductiveness, sick leave and unplanned absences.

And the Survey Says…

LifeWorks survey of 500 senior US-based HR professionals showed that 17 percent of respondents believe employees are unaware of their employee benefits. 16 percent claimed that they do not understand how to use their benefits, and a further 16 percent showed that staffs do not have time to use their employee benefits.

What the research shows is that employers could be doing more to inform their employees about the programs and benefits that are available to them. In order to help turn this around, companies will have to task themselves on rebuilding their culture, so that the employees will get excited about their own health and look to take advantage of the various benefits that would otherwise be under utilized by them without the knowledge.


This is a complicated endeavor for a lot of companies, as a structure has been set in place for decades and reshaping that requires daily practice. Awareness of the programs and benefits needs to be the first priority. Making sure employees feel supported is also valuable, as many may be already dealing with a pre-existing condition and could benefit from the offerings through their workplace that could help them outside of the office.

By continuing to not properly educate employees on why and how to use their benefits, and ignore information such as the research of LifeWorks, employers are setting their staff up to fail.

Workplace Benefits to now Include Chronic Mental Stress

Benefit to Include Chronic Mental Stress
The Workplace Safety and Insurance Board (WSIB) has just issued the final version of its operational policy. Which includes recent amendments to the Workplace Safety and Insurance Act to expand the scope of benefit entitlement for mental stress to include chronic mental stress. The policy came into effect Jan. 1, 2018.
These amendments come shortly after the WSIB recently made changes to their policy on pre-existing medical conditions. No longer cutting benefits for health conditions that pre-existed a workplace injury.
Chronic Mental Stress in the Workplace
Work-related chronic mental stress is defined as an appropriately diagnosed mental disorder that has been predominantly caused by a substantial work-related stressor or series of stressors. A work-related stressor is an action or task that is considered substantial if it is excessive in intensity and/or duration compared with the normal tension and strain experienced by people working in similar circumstances.
The expanded entitlement for mental stress means that all employers will need to take some additional steps to help reduce the amount of workplace stress and minimize the existence of current and substantial workplace stressors in order to limit costly stress-related lost time claims.
The policy states, A worker will generally be entitled to benefits for chronic mental stress where: 1) there is an appropriate diagnosis; and 2) where the injury is caused by a substantial work-related stressor arising out of and in the course of employment.”
It’s estimated that workplace stress is costing employers about $300 billion annually, according to an infographic created by Eastern Kentucky University’s online Bachelor of Science in Occupational Safety program. With such an astronomical figure, it seems the right time for companies to invest fully into the health of their employees.