CIPD Good Work Index

• Pay and benefits
• Contracts 
• Work–life balance  
• Job design and the nature of work 
• Relationships at work 
• Employee voice 
• Health and wellbeing.

The CIPD Good Work Index includes two UK-wide reports (a survey report and a summary report), and four local reports which will be published in following weeks – North of England; Wales, Northern Ireland and Scotland (titled Working Lives Scotland).

Latest findings

In our latest research, workplace conflict emerged as the central focus of analysis. The headline result is positive, as the proportion of employees having experienced conflict at work over 12 months dropped from 30% in 2019 to 25% in 2024. But those with protected characteristics were more severely impacted, leading to negative outcomes like lower job satisfaction, poorer mental health and higher levels of exhaustion. Experiencing conflict was also linked to poorer perceptions of senior leaders and managers’ roles in encouraging employee voice.

CIPD view on good work 

The CIPD believes that good work is fundamental to individual wellbeing, supports a strong, fair society, and creates motivated workers, productive organisations and a strong 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.  

Good work is influenced by a range of factors, including HR practices, the quality of people management and by workers themselves.