The survey also revealed that employee wellbeing is one of the top three priorities for APAC businesses’ human capital strategy, with 67% of employers saying it is more important to their company and 48% saying it has increased in priority compared to 2020. Additionally, 49% of companies in APAC reported that they have increased their investment in wellbeing initiatives compared to 43% globally.
Mental health and burnout/languishing were found to be the top two employee wellbeing issues in APAC, with burnout being the second-most cited issue. However, only 18% of companies incorporate this topic in their emotional wellbeing initiatives and 24% train their managers on managing burnout.
Despite this, the survey found that companies in APAC are taking a more strategic approach to employee wellbeing, with 85% of organisations having a wellbeing strategy in 2022 compared to 55% in 2020. Furthermore, 77% of employers reported that wellbeing is integrated into their overall business and talent strategy.
However, the APAC region rated second lowest in terms of the percentage of employers incorporating emotional wellbeing into their company’s strategy (52%). Aon also found a mismatch between the wellbeing initiatives that are offered and the issues that need to be addressed.
Overall, the global data showed that improving employee wellbeing factors can enhance company performance by at least 11% and up to 55%.
Tim Dwyer, CEO for Health Solutions, APAC at Aon, said, “Our study demonstrates the importance employers in the region place on employee wellbeing. Not only have they increased their financial investment, but more businesses are reporting integrating wellbeing with their business strategies and company culture. Understanding and addressing the diverse needs of employees through a well-designed wellbeing strategy will ensure businesses make better decisions that create a more flexible, engaged, and resilient workforce.”
Alan Oates, head of advisory and specialty for Health Solutions, APAC at Aon, added, “Organisations must therefore avoid implementing one-off individual wellbeing initiatives with no connection to a larger business plan.”