Maturity model · 7 dimensions

Workplace Wellbeing Maturity.

The Workplace Wellbeing Maturity model assesses how well an organisation creates the conditions for employee wellbeing — the system, not the perks. It scores seven dimensions: Leadership & Governance, Work Design & Job Quality, Psychosocial Risk Management, Mental Health & Support, Physical Health & Environment, Social Connection & Culture, and Measurement & Listening — each on a five-band ladder from Absent through Reactive, Programme-Based and Integrated to Thriving. The model is grounded in the Job Demands–Resources (JD-R) model, ISO 45003:2021, and the HSE Management Standards evidence base. Unlike a wellbeing pulse survey, it measures whether wellbeing is designed into how work happens — job design, psychosocial risk, leadership accountability — not just how people report feeling.

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What the Workplace Wellbeing Maturity model measures

Leadership & Governance: The extent to which senior leadership and line managers champion, resource, and are accountable for employee wellbeing as a strategic organisational priority.
Work Design & Job Quality: The quality of job design in terms of demands, control, support, meaning, and flexibility — drawing on the Job Demands-Resources (JD-R) model and Karasek's Demand-Control-Support framework.
Psychosocial Risk Management: The systematic identification, assessment, and control of psychosocial hazards at work — aligned to ISO 45003:2021, the HSE Management Standards, and the psychosocial hierarchy of controls.
Mental Health & Support: The availability, accessibility, and quality of mental health support — from EAP provision through MHFA training to structured return-to-work programmes and multi-tier prevention-to-treatment pathways.
Physical Health & Environment: The quality of the physical work environment and the organisation's support for employee physical health — including ergonomics, sedentary work management, physical activity, shift work design, and the integration of physical and mental health.
Social Connection & Culture: The quality of social relationships, inclusion, psychological safety, and peer support at work — and the organisation's active role in building a culture where people look out for each other.
Measurement & Listening: The quality and rigour of how the organisation measures employee wellbeing, listens to employee voice, acts on findings, and evaluates the impact of its wellbeing investments over time.