World Day for Safety and Health at Work

The Shrinking Perk of Being a Manager. Since 2022, manager engagement has dropped by nine points. Individual contributor engagement also declined but has had a slight rebound. The largest year-over-year drop in manager engagement occurred between 2024 and 2025, when it declined by five points from 27% to 22%. In short, managers used to enjoy an “engagement premium” at work , but they are increasingly only as engaged as those they lead. South Asia’s decline in manager engagement suggests organizational flattening may be a factor. In 2025, South Asia (primarily India) experienced an eight-point decline in manager engagement, the largest decline of any region. At the same time, the percentage of managers in South Asia also declined, suggesting that employers are cutting management roles. Top IT firms add just 17 staff in nine months, hiring nearly freezes. Some evidence suggests that in 2025, India’s IT sector saw a substantial slowdown in hiring, along with cuts to mid-level and senio...

 The evidence reviewed in the report entitled '' The psychosocial working environment: Global developments and pathways for action '' shows that the psychosocial working environment has a powerful influence on workers’ physical and mental health and well-being, as well as on organizational performance. How jobs are designed, managed and organized, and the broader policies, practices and procedures that govern work, can lead to negative consequences – such as increased risk of illness, injury and reduced work ability – or to positive outcomes, including improved health, well-being and performance. Translating this knowledge into consistent prevention requires coordinated efforts by governments, employers and workers and their organizations, OSH professionals and other relevant actors. These efforts need to focus on three interrelated areas: strengthening the knowledge base and monitoring systems; improving the coherence and clarity of policy and regulatory frameworks; an...

  Promoting compliance, including through targeted support and awareness-raising, alongside effective enforcement by regulators, is essential to ensure that legal provisions on psychosocial risks translate into safer and healthier working environments . This is typically pursued through a balanced regulatory mix in which enforcement is combined with education, guidance and capacity building. Such approaches reflect contemporary regulatory theory, including responsive regulation and strategic enforcement, which emphasise combining deterrence with support for compliance rather than relying on sanctions alone.  Labour inspectorates play a central role in this framework. Across jurisdictions, inspection systems typically combine proactive prevention activities – such as targeted campaigns, preventive visits, sectoral programmes and thematic inspections – with reactive enforcement functions, including responses to complaints, incident notifications and reported harms. This dual ro...

  Ensuring a safe and healthy working environment in all its dimensions requires that the psychosocial working environment be integrated into OSH management systems (OSH-MS). Embedding psychosocial considerations within OSH-MS supports a preventive safety and health culture in which all workplace hazards are addressed in a coherent and systematic manner. At the same time, the psychosocial working environment is shaped by decisions taken within broader organizational manage - ment systems, including human resources policies, operational planning, change management and work design. Effective prevention therefore depends on alignment between OSH management processes and these wider organizational practices, ensuring that psychosocial risks are addressed both within OSH governance and in everyday management decisions. Worker participation is central to this approach, as workers contribute essential knowledge about how work is experienced in practice. The ILO Guidelines on Occupation...

 The impacts of Psychosocial risks on Workers are: Unhealthy coping behaviours - Depression - Anxiety disorders - Burnout - Sleep disturbances - Fatigue - Cognitive decline and dementia - Suicidal behaviours - Cardiovascular diseases - Acquired metabolic disorders - Digestive and immune function - Occupational Cancer - Musculoskeletal disorders - Reproductive and perinatal outcomes - Occupational injuries .

 The impacts of Psychosocial risks on the enterprises are: Absenteeism , presenteeism and leaveism , Work engagement , performance and productivity , Return-to-work outcomes , Early exit from work , disability retirement and job quitting , Job satisfaction and staff retention , Organizational reputation , Trust and collaboration