The CIPD Good Work Index 2025 report assesses job quality in the UK based on a survey of 5,000 employees. The report is structured around the CIPD's seven dimensions of good work: pay and benefits, contracts, work–life balance, job design and the nature of work, relationships at work, employee voice, and health and wellbeing.
Key findings include:
- Pay and benefits: While pay satisfaction remains steady, more staff feel financially secure, correlating with improved performance and lower quit intention. However, disparities exist, with lower-skilled workers and women facing more financial challenges.
- Contracts: The majority of employees are in permanent employment and report high job satisfaction. Suitable contract types correlate with greater job satisfaction and lower quit intention.
- Work–life balance: Formal flexible working arrangements are not widely available, with an unmet demand for greater variety. Informal flexibility is highly accessible and associated with better performance and discretionary effort.
- Job design and the nature of work: AI automation of repetitive tasks is welcomed by employees, improving performance and job satisfaction. Employee autonomy also correlates with better performance and mental health. Overqualification is linked to increased quit intention, while career development opportunities contribute to greater effort and positive sentiment.
- Relationships at work: Positive views of line managers are associated with better job performance, lower quit intention, and a more positive impact of work on health. Improved manager support for L&D, feedback, and performance is noted.
- Employee voice: Access to voice channels is limited, with managers' ability to encourage voice needing improvement. When employees feel heard and empowered, it correlates with better performance and a greater willingness to contribute to the organization.
- Health and wellbeing: A significant proportion of employees report negative impacts of work on their mental and physical health, linked to excessive workloads, stress, exhaustion, and poor relationships. This highlights the importance of employee wellbeing for both individuals and organizations.
The report concludes that good work is crucial for both employees and businesses, with positive work experiences leading to higher motivation, performance, and retention. Improving people management practices, including job design, employee voice, and wellbeing, is essential for enhancing job quality across the UK.
