The 2025 Malaysia Well-being@Work© Index Report, presents the latest insights into workplace well-being trends across Malaysia. The W@W© Index, the first unified, validated measure of workplace well-being in Malaysia, assesses key factors including Psychosocial Risk and Offensive Behaviours (the level of stress and/or toxicity employees experience), Psychosocial Well-being (how well they are coping), Psychological Safety (how safe they feel to speak up) and Self Esteem (the believe in one’s abilities)
The Well-being@Work© (W@W©) report offers the first insights into W@W© in Malaysia from in excess of 3,400 respondents at two data points in 2023 and 2024. The 2025 Malaysia W@W© Index is currently 62%, this represents a decrease of overall Well-being by 3% since 2023. Psychosocial Risk is currently at 40%, this represents an increase of 6% from 2023. Instances of Offensive Behaviours has remained the same at 13%. Psychosocial Well-being score has remained the same at 62%. Psychological Safety is currently at 66%, this represents a decrease of 2% from 2023. Self Esteem is currently at 68%, this represents a decrease of 1% from 2023.
All of the W@W© Index measures have decreased or remained stagnant from the optimum over two years — 2023 to 2024. A clear trend emerges when analyzing demographic data, as groups typically considered more vulnerable tend to experience poorer outcomes.
Females are doing worse than their male counterparts, younger employees are experiencing lower instances of well-being as opposed to older employees. Those in lower job levels, on average, experience the least well-being, similarly, those with lower tenure experience worse outcomes. On the whole, these trends appear to become more pronounced year on year.
In conclusion, the findings in this report indicate that the Well-being@Work© trends could be described as concerning. Next steps should include:
- Present W@W© 2024 findings to key decision-makers – Share insights with government agencies (Ministry of Health, the Ministry of Human Resources, the Ministry of Women, Family, and Community Development, and the Ministry of Youth and Sports), CEOs, HR practitioners, trade unions, well-being advocates, and academics.
- Advance research and policy development – Investigate worsening W@W© trends to improve workplace policies and practices.
- Encourage more organizations to benchmark against the W@W© Index – Align with ISO 45003 and OSHA Act 2022 to track and improve workplace well-being.
- Address Psychosocial Risk, Well-being, and Psychological Safety – Implement proactive measures like literacy, policies, training, and workplace initiatives.
- Close the widening demographic W@W© gap – Support vulnerable groups, including women, younger employees, junior staff, and those with lower tenure.
- Enforce Zero Tolerance for Workplace Offensive Behaviours – Strengthen policies, enforcement, and confidential reporting to combat harassment and discrimination.
- Apply evidence-based W@W© best practices – Use case studies to showcase effective workplace well-being initiatives.
- Expand the W@W© Index globally – Enable cross-country benchmarking to assess and improve workplace well-being worldwide.
Quotes from Authors and Partners:
“Work fuels economic growth, but neglecting well-being sparks a human crisis. Progress means nothing if people are burning out, breaking down, or being left behind. The 2025 Malaysia Well-being@Work© Report reveals a stark reality. Well-being is in decline, with the most vulnerable groups bearing the brunt of it. Organizations are encouraged to benchmark against the Well-being@Work© Index, while leaders and practitioners must elevate their Well-being@Work© literacy and skills. Sustainable success means achieving results without sacrificing people. The future depends on it. “ – Hetal Doshi, Registered Organisational Psychologist, CEO of O-Psych Sdn Bhd, Founder of the Well-Being@Work© Movement
“Healthy minds create safer workplaces. At NIOSH, we emphasize the importance of managing occupational psychosocial risks to enhance well-being, productivity, and overall workplace safety. We support initiatives like the Well-being@Work© Index that contribute to workplace improvement, fostering a healthier and more resilient workforce. ” – YB Chong Chieng Jen, Chairman of National Institute for Occupational Safety and Health (NIOSH) Malaysia
“The 2025 Malaysia Well-being@Work© Index Report proves that employee well-being isn’t just a perk—it’s the engine of performance, engagement, and innovation. ICDM urges organisations to use the W@W© Index for benchmarking, adopt best practices, and foster open communication. We remain committed to empowering leaders to build thriving workplaces where people and businesses can truly excel. – Michele Kythe Lim, President & CEO of the Institute of Corporate Directors Malaysia (ICDM)
“The pursuit of wellness is both personal and collective. It means providing a safe workplace, innovative strategies for lifestyle change, and supportive public institutions. Through the Well-being@Work Index, MEF partners with O-Psych to measure and benchmark workplace well-being, providing data-driven insights that empower organizations to drive meaningful, sustainable improvements.” – Sheikh Farouk Sheikh Mohamed Al-Bajrai, Chief Executive of Malaysian Employers Federation (MEF)
For more information or to access the full 2025 Malaysia Well-being@Work© Index Report, please visit [www.o-psych.com] or contact [[email protected]].
