Workload, Balance, and Safety: The Keys to Employee Well-Being

Workplace Well-Being: Why Workload, Work-Life Balance, & Safety Matter

Key Takeaways: Our recent panel of 3,000+ employees reveals that while most report manageable workloads (71%), supportive boundaries (74%), and workplace safety (80%), these averages mask gaps — high-stress employees show dramatically lower support perceptions, with only 54% calling workloads reasonable versus 79% of low-stress peers. Low-stress employees show 59% full engagement versus 30% for high-stress employees, while retention intent drops from 78% to 56% respectively.

Zachary Warman, M.S.

October 2, 2025

The workplace conversation around well-being has moved far beyond ping-pong tables and snack bars. Today, the focus is on the real drivers of sustainable performance: a manageable workload, the ability to balance work and life, and a safe, supportive environment. The latest Center for Workforce Transformation well-being panel, with responses from more than 3,000 employees across industries and roles, reveals where organizations are getting it right (and where there’s room to improve).

What Makes a Workload "Manageable" Versus Overwhelming?

Workload is a balancing act. While 71% of employees say their workload is reasonable and 70% find stress levels at work manageable, stress scores tell us that this isn’t the case for everyone. Employees experiencing high workplace stress are far less likely to feel supported or able to keep up:

Only 54% of high-stress employees say their workload is reasonable, compared to 79% of those who are not stressed.
Just 55% of high-stress employees feel supported in raising concerns when work becomes unmanageable, compared to 74% of low-stress employees.

In other words, most people are staying afloat, but for those who are sinking, the gap in support is clear. Across the full panel, more than two-thirds of employees (68%) feel they can meet job demands without feeling overwhelmed, and a similar share feel comfortable raising concerns when things become unmanageable. Nearly seven in ten (69%) believe the way they work supports sustainable performance, not just short-term output.

These numbers point to a strong foundation, but they also highlight the need for proactive workload management before stress takes hold. Once employees cross into high-stress territory, both their ability to keep pace and their confidence in receiving support drop sharply, creating ripple effects across engagement, belonging, and retention.

How Does Work-Life Balance Impact Overall Well-Being?

Work-life balance is not merely a perk. It’s also an important predictor of well-being, engagement, and retention. Overall, employees report strong balance and flexibility:

76% say they can balance work and personal life.
74% feel their manager respects boundaries between work and personal time.
72% say they have enough flexibility to meet personal or family responsibilities.
69% can take time off without guilt
70% feel their work environment supports their overall well-being

However, the data makes it clear that sustained, work-related stress — measured here as employees reporting at least two days in the past week when stress from work negatively impacted their health, behavior, sleep, or ability to be productive — erodes both perceptions of balance and overall well-being. Employees in this “fully stressed” group consistently report lower agreement on balance-related items, suggesting that high workload and stress spill over into personal time. Notably, only 58% of fully stressed employees say their organization cares about their well-being, compared to 69% of those who did not report this level of stress. That drop in perceived care can have ripple effects, making it harder to retain and engage talent.

Why Does Workplace Safety Matter Beyond Compliance?

A safe workplace is about more than compliance; it’s about creating a sense of trust and care. On safety, employees report generally favorable perceptions:

80% feel comfortable reporting a safety issue.
79% believe their organization provides a safe work environment.
77% say safety protocols are communicated clearly and consistently.

While safety ratings are high across the board, the connection between safety and other well-being factors should not be overlooked. Employees who feel physically safe are better positioned to address workload concerns, set boundaries, and sustain performance.

What's the True Cost of Workplace Stress on Business Outcomes?

Stress is a performance and retention risk as well as a retention issue. Our stress scores show a clear divide:

59% of low-stress employees are fully engaged, compared to just 30–31% for moderate- and high-stress employees.
Retention follows the same pattern: 78% of low-stress employees plan to stay at least 12 months, compared to 56% of high-stress employees.

Stress also impacts how valued employees feel:

74% of low-stress employees feel valued, vs. 52–55% of those with moderate or high stress.

What Can Organizations Do to Strengthen Well-Being?

To strengthen workplace well-being, leaders should focus on targeted, high-impact actions:

Manage workload proactively

Monitor workloads and redistribute tasks before employees reach high-stress thresholds. Train managers to recognize early warning signs — including missed deadlines, quality drops, disengagement in meetings — before they cascade into burnout. The goal isn't to reduce all stress but to prevent the tipping point where manageable becomes overwhelming.

Protect work-life balance

Reinforce boundary-respecting practices at the managerial level through behavior, not just training. Model taking time off without guilt. Establish "communication-free" hours. Make flexibility real, not theoretical. When leaders consistently respect boundaries, it gives employees permission to maintain their own.

Maintain and communicate safety standards

Keep safety protocols clear, consistent, and connected to broader well-being initiatives. Encourage open dialogue about all forms of safety — physical, psychological, and emotional. Link safety metrics to engagement and retention data to show the full picture of employee experience.

Address stress as a performance issue

Use stress data alongside engagement and retention metrics to identify at-risk teams before problems cascade. Pair stress-reduction efforts with recognition programs to boost feelings of value and belonging. Make stress levels as visible and important as productivity metrics.

What Does This Mean for the Future of Work?

Ultimately, the data makes it clear: well-being is a business driver, not a “soft” metric. When employees have a manageable workload, flexibility to balance work and life, and a safe, supportive environment, they’re better equipped to bring their best to every task. Addressing these fundamentals not only reduces stress but also fuels engagement, retention, and the capacity to deliver consistently strong results.

Organizations that get this right aren't simply adding more wellness programs or meditation apps. They're addressing fundamentals:

Is the work itself sustainable?
Can employees maintain boundaries?
Do people feel safe, both physically and psychologically?

Ready to build a workplace where well-being drives world-class performance? Download our comprehensive Safety Culture and Employee Health & Well-Being Guidebooks to learn how to create environments where employees thrive. Schedule a demo to see how our AI-powered platform helps you monitor and improve workload, work-life balance, and sentiments regarding safety. For more research-backed insights on employee well-being, subscribe to our blog and then check out our FAQ to learn more.