Workplace Wellbeing 2025: Turning Insights into Action

Employee wellbeing is no longer a “nice-to-have”- it is central to organisational performance and resilience. The CIPD’s latest Health and Wellbeing at Work 2025 report published on 9th September 2025 provides timely insights that resonate strongly with the Irish workplace context.

Rising Absence Levels and Their Impact

The report highlights record-high sickness absence in UK organisations, averaging 9.4 days per employee per year. While equivalent figures for Ireland vary, Irish employers are facing similar pressures, with the recent introduction of statutory sick pay (SSP).  This change is positive for employees but places additional cost and resource demands on employers, particularly small and medium businesses.

Mental ill health, minor illnesses, and musculoskeletal problems remain the leading drivers of absence - trends that mirror the Irish experience. For HR teams here, the challenge lies not just in managing absence, but in developing preventative strategies that support long-term health.

Growing Strategic Focus on Wellbeing

The CIPD survey shows that 57% of organisations now have a stand-alone wellbeing strategy, compared to 44% five years ago. In Ireland, this aligns with increasing expectations from the HSA and WRC for employers to provide safe, healthy, and supportive workplaces.

Encouragingly, wellbeing is climbing the leadership agenda - 74% of organisations report it is prioritised at senior level. For Irish employers, this is a chance to embed wellbeing as a strategic enabler of engagement, retention, and productivity rather than a reactive “add-on.”

Stress and Mental Health Still Top Concerns

Two-thirds of organisations surveyed reported stress-related absence, with heavy workloads and management style key contributors. Irish data, such as from the ESRI and HSE, echo this, with workplace stress consistently linked to long-term sick leave and reduced performance.

While most employers offer support such as Employee Assistance Programmes (EAP’s), counselling, or phased returns, many interventions remain reactive. Building proactive supports such as manager training, early intervention, and flexible working is essential. In Ireland, where mental health stigma can still create barriers, open cultures that normalise conversations about mental health are particularly valuable.

Hybrid Working - Opportunities and Risks

The CIPD findings confirm what many Irish employers are experiencing: remote and hybrid working can reduce sickness absence and improve productivity. However, it also creates new risks, particularly around isolation and presenteeism.

Irish employers should ensure remote staff have equal access to supports and that managers are trained to spot early signs of burnout in hybrid teams. This is especially important with the continued uptake of the Right to Request Remote Work under Irish legislation.

Investment in Wellbeing - Balancing Priorities

Budget pressures are the top challenge for employers, both in the UK and Ireland. Yet investment in wellbeing consistently delivers benefits: better engagement, lower absence, and stronger performance. For Irish organisations, a practical, cost-effective wellbeing strategy might include:

• Strengthening access to occupational health and EAP services.

• Promoting preventative health initiatives (financial wellbeing, menopause supports, stress management).

• Ensuring compliance with statutory obligations while focusing on culture, values, and employee experience.

What This Means for Irish Employers

The message is clear: wellbeing is both a compliance issue and a strategic opportunity. To remain competitive and resilient, Irish organisations should analyse absence and wellbeing data to identify risks and embed wellbeing in leadership priorities and culture. They need to equip their line managers to support mental health and stress proactively and ensure remote workers remain connected and supported. Organisations should also evaluate the return on investment in wellbeing programmes.

Glenmore HR supports organisations to design evidence-based wellbeing strategies that not only meet legislative requirements but also drive sustainable business outcomes. Get in touch today to find out how we can help support your workplace wellbeing strategy.

Ref: Sinclair, A. and Suff, R. (2025) Health and wellbeing at work. London: Chartered Institute of Personnel and Development. https://www.cipd.org/en/knowledge/reports/health-well-being-work/