CIPD Working Lives Report 2025 & the gap in Managerial Wellbeing Support
October 9, 2025
Workplace Wellbeing: Are Your Managers Equipped to Support It?
New insights from the CIPD’s Working Lives Scotland 2025 Report, surveying over 1,000 Scottish employees between January and February 2025, raise pressing concerns about managerial capability when it comes to mental health and wellbeing in the workplace.
What does the data tell us?
- Mental health under strain: 26% of employees say work negatively affects their mental health—around 690,000 Scots. Among these, over a third are “likely to quit” within 12 months. 59% report being regularly under “excessive pressure,” with 64% feeling exhausted much of the time.
- Managerial gaps exposed: While managers are central to workload and stress management, many are ill-equipped. One-fifth report lacking the training and information to support their team’s wellbeing.
This has a tangible impact: employees who feel their manager doesn’t support their wellbeing report significantly lower job satisfaction (34%) compared to those who feel supported (95%).
Why does managerial capability matter?
Managers are the gateway for wellbeing support—they often shape workload distribution, foster psychological safety, and provide access to help. Yet, the report highlights that training delivery on supporting wellbeing still falls short. Without the right skills and confidence, many managers struggle to know how to respond when a team member is finding things difficult.
How can we build managerial wellbeing capability?
CIPD recommends investing more in manager development, both in fundamental people-management skills and specialised wellbeing support. This means:
- Tailored training on spotting stress, having sensitive conversations, and signposting to resources.
- Embedding wellbeing leadership as a core managerial competency—not just a checkbox.
How The Keil Centre supports managers
Our wellbeing programmes are designed to bridge these gaps by equipping managers with the practical skills and knowledge they need to support their teams. We help managers to:
- Recognise the factors that influence individual wellbeing, from workload pressures to personal circumstances, and understand the signs that someone may be struggling.
- Have meaningful and effective wellbeing conversations that foster empathy, trust, and genuine support.
- Create environments of psychological safety, where employees feel safe to speak up about challenges.
Our programmes are:
- Evidence-based – Providing practical tools for managers to support team wellbeing
- Interactive & flexible – Designed and led by Occupational Psychologists, available both in-person and online, either as a comprehensive programme or modular sessions.
- Action-oriented – Supporting managers to identify current gaps in wellbeing support and develop tailored team-level action plans.
What have our clients said?
“The Keil centre session was great, really practical thoughts to think about. My organisation really benefitted from the core aspect of the training, and the group activities.”
A public sector organisation
What is the message?
Scotland’s latest Working Lives report highlights that managers are key to wellbeing but are often short on training and time. By empowering managers with the tools, time, and confidence to hold meaningful conversations, recognise when colleagues may be struggling, and foster psychological safety, organisations can take a proactive step towards healthier, more resilient workplaces.
You can read the full report here.
If you’d like to know more about our Wellbeing offering for Managers, and our wider wellbeing services, please get in touch with our business psychologist Bethan Hedley.