2025年CIPD优质工作指数报告

Survey reportJune 2025 CIPD GoodWorkIndex 2025 The CIPD has been championing better work andworking lives for over 100 years. It helps organisationsthrive by focusing on their people, supporting oureconomies and societies. It’s the professional body forHR, L&D, OD and all people professionals – experts inpeople, work and change. With over 160,000 membersglobally – and a growing community using its research,insights and learning – it gives trusted advice and offersindependent thought leadership. It’s a leading voice inthe call for good work that creates value for everyone. Survey report CIPD Good Work Index 2025 Contents 1Introduction22Job quality in 2025: Key findings and implications43Pay and benefits74Contracts115Work–life balance146Job design and the nature of work167Relationships at work258Employee voice289Health and wellbeing3010Conclusion3311Methodology34 Publication information When citing this report, please use the following citation:Young, J. and Tong, D. (2025)CIPD Good Work Index 2025. London: CharteredInstitute of Personnel and Development. Introduction1 TheCIPD Good Work Indexreport – now in its eighth year – is an annualbenchmark of job quality in the UK. It is based on a survey of 5,000 employeeswith questions on key aspects of good work, such as job satisfaction, pay andbenefits, skills development, voice, autonomy and wellbeing. The report gives an overview of how employees view aspects of their workinglives and what key factors appear to have most influence on whether theirexperience of work is positive or negative. Crucially, it highlights significantassociations between those factors and reported outcomes, such as jobcompetence and performance, health, motivation and intention to quit. This year’s report is published as the UK Government’s Employment Rights Billmakes its way through the Houses of Parliament. The bill contains the mostsignificant changes to employment legislation in a generation. The government hopes the measures in the bill will lead to better-quality andmore productive work, so this is a timely opportunity to take stock and examinethe state of job quality in the UK to see where more progress is needed. The analysis in the report shines a light on the health of the workforce, which isunder scrutiny by the government’s Keep Britain Working review to understandhow to prevent more people falling out of employment due to ill health. Linked to this, the report also explores the important role that line managersplay in supporting employee wellbeing and reported work performance. Another key issue we explore that will be of considerable interest to bothemployers and policy-makers is the extent to which artificial intelligence(AI) is used to automate some tasks and the reported impact on workers’performance and wellbeing. The key themes and findings are set out within the framework of the CIPD’sseven dimensions of good work, which have beenrecommended to thegovernmentas the optimal framework for measuring job quality in the UK(Table 1). What is good work? Definition The CIPD believes that good work is fundamental to individual wellbeing, supportsa strong, fair society, and creates motivated workers, productive organisations and astrong economy. We define ‘good work’ as work that: •is fairly rewarded•gives people the means to securely make a living•provides opportunities to develop skills and a career and gives a sense of fulfilment•delivers a supportive environment with constructive relationships•allows for work–life balance•is physically and mentally healthy for people•gives people the voice and choice they need to shape their working lives•is accessible to all•is affected by a range of factors, including HR practices, the quality of peoplemanagement and by workers themselves. Seven dimensions of good workOur definition of ‘good work’ is based on seven dimensions of good work that we capture data on. This data forms the basis for theCIPD Good Work Indexitself, whichuses both objective and subjective measures. Objective measures capture aspects that, in principle, should be unbiased: forexample, data on contract type and union membership. Subjective measures reflect an opinion, preference or feeling: for example, howmeaningful people find their work, the quality of relationships at work, and measuresof job or life satisfaction. Our seven dimensions of good work are set out in Table 1. Job quality in 2025: Keyfindings and implications2 Pay and benefits Pay satisfaction remains steady but staff feelmore financially secure •While there haven’t been major changes to paysatisfaction, significantly more staff (54%) feelable to keep up with bills without difficulty in2025 than in 2024 (50%). •Being able to keep up with bills correlates with improved reportedperformance and higher likelihood of recommending one’s employer.•Better pay satisfaction correlates with better reported performance,improved mental health and lower likelihood of quitting. Contrac