Hybrid work lifts morale, but anxiety and weak mental health scores still strain employers
Workplace engagement looks solid in 2025 – but the wellbeing numbers, especially in advanced economies, flash warning lights.
Global wellbeing sits at 73 percent, yet only 67 percent of employees agree with “I don't often feel anxious or depressed about work.”
Mental health is the weakest part of the workplace experience, not a marginal issue on the side. India leads on this measure at 73 percent, while Egypt is at 61 percent.
Canada lands in the uncomfortable middle. Canadian workers report broadly positive conditions:
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77 percent say they have enough information to do their job well
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76 percent feel they have the tools and training they need
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75 percent feel treated with respect
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74 percent enjoy their job and 73 percent feel they do something worthwhile
Despite that, Canada’s wellbeing score is only 69 percent, and just 63 percent say they don’t often feel anxious or depressed about work – the same weak mental health score seen in Australia and Ireland.
Employees feel useful and supported in a technical sense, but they do not consistently feel well.
That gap matters for anyone overseeing health, disability and retirement plans.
Engagement can stay high for a while even as mental health deteriorates. The bill shows up later in higher claims, more leaves, and earlier‑than‑planned labour force exits.
Flexible work is one of the few clear levers that moves both engagement and wellbeing in the right direction. Globally:
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Employees who work from home some of the time report 77 percent engagement
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Fully remote workers sit at 76 percent
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Those who rarely or never work from home drop to 72 percent
Employee comments line up with the numbers. They ask for:
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Flexible start and finish times
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Options like a four‑day week
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Real autonomy over where they work
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Clear boundaries and more meaningful time off
A WorkL LinkedIn poll found 54 percent of respondents feel most productive working from home, versus 30 percent who prefer the office. Flexibility has moved from “nice to have” to a core condition of sustainable work.
The picture is similar for younger workers. Engagement is lowest among 16–18‑year‑olds (64 percent), with the highest global Flight Risk at 37 percent.
In Canada, this group posts 61 percent engagement, 56 percent on wellbeing and 44 percent Flight Risk. They call for better onboarding, clearer communication, practical development and modern tools – alongside flexibility and fair treatment.
Across disability and inclusion, the pattern repeats.
Disabled employees globally report engagement of 68 percent versus 73 percent for non‑disabled workers, and score pay fairness six points lower. Where organisations narrow that gap, engagement improves.
