Resourcing for a restless workforce

Important information: This information is for scheme sponsors’, trustees’, their advisers’, and consultants’ use only and should not be relied upon by individual investors.

With many employers facing possible constraints, including potentially shrinking compensation and benefits budgets, understanding the benefits strategies that might be most valuable to a comprehensive employee value proposition has become increasingly important.

To provide employers with an overall picture of employee well-being, we’ve built on our previous research to examine well-being at work.

We’ve considered the interaction of three factors: current state of work, job satisfaction, and turnover intention.

Using these factors, we’ve defined workers who we consider to be “well at work” and workers who we consider to be “restless.”

To help employers, we’ve explored the current state of employee well-being globally, and across regions, to understand what’s driving the restless workforce. We’ve also identified benefits strategies that may be effective in tackling the root causes of restlessness.

1. Explore flexibility to support work/life balance
2. Utilise tangible benefits to address immediate security
3. Boost employee financial wellness to support long term financial goals
4. Enhance career pathways to provide visibility on progression 

To find out more about work wellbeing trends globally and across regions, please read the full report.

The Fidelity Global Sentiment Survey was fielded to more than 37,000 working adults across 34 international markets. The sample consisted of respondents with the following qualifying conditions: aged 20-75, employed full-time or part-time and had a minimum household income of: Argentina: ARS $3,000,001 annually; Australia: AUD $45,000 annually; Brazil: BRL $1,501 monthly; Canada: CAD $30,000 annually; Chile: 3,000,001 CLP annually; China: CNY ¥5,000 monthly; Colombia: COP $7,000,001 annually; Denmark: DKK Kr.100,000 annually; France: EUR €20,000 annually; Germany: EUR €20,000 annually; Hong Kong: HKD $15,000 monthly; India: INR ₹55,001 annually; Kuwait: KWD د.ك 6,000 annually; Republic of Ireland: EUR €20,000 annually; Italy: EUR €15,000 annually; Japan: JPY ¥1.5m annually; Mexico: MXN $4,500 monthly; Netherlands: EUR €20,000 annually; Nigeria: NGN ₦1,000,000 NGN annually; Philippines: PHP ₱10,001 monthly; Poland: PLN zł20,000 PLN annually; Saudi Arabia: SAR ر.س.4,000 monthly; Singapore: SGD $2,000 monthly; South Africa: ZAR R20,000 annually; South Korea: KRW ₩1.0m monthly; Spain: EUR €15,000 annually; Sweden: SEK kr200,000 annually; Switzerland: CHF ₣20,000 annually; Taiwan: TWD NT$300,000 annually; Thailand: THB ฿60,000 annually; United Kingdom: GBP £10,000 annually; United Arab Emirates: AED دإ. 5,000monthly; United States: USD $20,000 annually; Vietnam: VND ₫24,000,000 VND annually.

The data collection, research and analysis for the above markets was completed in partnership with Opinium, a strategic insight agency. Data collection took place between June and September 2024. Reporting and analysis took place between August and October 2024. Not all regions were asked about sexual orientation or gender identities (individuals that did not identify as either male or female did not represent a statistically significant sample size and are not presented within this piece).

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