Research

Staying@Work report:
Employee Health and Business Success

Making the Connections and Taking Action

March 10, 2016
| Argentina, Australia, Bahrain +32 more
  • Belgium
  • Brazil
  • Canada
  • Chile
  • China
  • Colombia
  • France
  • Germany
  • Hong Kong
  • India
  • Indonesia
  • Ireland
  • Italy
  • Japan
  • Kuwait
  • Malaysia
  • Mexico
  • Netherlands
  • Oman
  • Portugal
  • Qatar
  • Saudi Arabia
  • Singapore
  • South Korea
  • Spain
  • Taiwan
  • Thailand
  • Turkey
  • United Arab Emirates
  • United Kingdom
  • United States
  • Vietnam

For nearly two decades, Willis Towers Watson has conducted Staying@Work research in North America. The 2015/2016 survey, our second global study of employers’ health and productivity strategies, involved 1,669 employers in 34 markets, including the Middle East.

The results of the 2015/2016 Staying@Work Survey are now available. The survey report reveals startling similarities across markets — as well as distinctive differences.

Use the links below to download the summary of global findings and/or regional reports:

Global Summary Report United States Report Canada Report
Asia Pacific Report Europe Report Latin America Report

Key findings
  • For employers worldwide, improving workforce health and productivity is a core component of their organization’s overall health strategy. Nearly all survey respondents are committed to health and productivity improvement in the years ahead and hope to make employee well-being a core part of their employee value proposition.
  • Employers are clear about the goals they’ve set for their health and well-being programs. Their top priorities are improving and maintaining workplace performance, improving and maintaining workplace safety, raising employee awareness of health and health-related risks, and developing a workplace culture of health.
  • A number of factors are keeping employers’ health and well-being programs from being as successful as they could be. Primary among them is a lack of several necessary elements: adequate resources (budgets and staff) to support their programs, measurable return on investment, adequate employee engagement and data to support targeted outreach. Also on the list: a lack of senior leadership support.