Employee Wellbeing Risk Calculator
Wellbeing in the Workplace Risk Assessment
Planning Assumptions
Used as a label in the results output.
Name or role of the person completing this assessment.
Wellbeing Risk Dimensions
Score each dimension from 1 to 5 based on your observation of the team. A score of 5 means no concern. A score of 1 means the dimension is critical and requires immediate action.
1. Workload
Employees have manageable workloads, realistic deadlines, and adequate resources to perform their role effectively.
Source: HSE Management Standards (Demands) — UK Health and Safety Executive
Critical
High
Fair
Low
None
2. Recognition
Employees feel their contributions are acknowledged and valued by their manager and the organisation on a consistent basis.
Source: Gallup Q12 Employee Engagement Index (Questions 4 & 6) — Herzberg Two-Factor Theory
Critical
High
Fair
Low
None
3. Autonomy
Employees have appropriate control over how they carry out their work, manage their time, and make decisions within their role.
Source: HSE Management Standards (Control) — Self-Determination Theory (Deci & Ryan, 1985)
Critical
High
Fair
Low
None
4. Relationships
Employees experience positive working relationships, psychological safety, and an environment free from bullying, harassment, or ongoing conflict.
Source: HSE Management Standards (Relationships) — WHO Healthy Workplace Framework
Critical
High
Fair
Low
None
5. Career Growth
Employees have a clear path for development, progression, and learning within the organisation and feel supported in achieving their career goals.
Source: Gallup Q12 (Question 12) — CIPD Good Work Index — Maslow Hierarchy of Needs
Critical
High
Fair
Low
None
Wellbeing Risk Results
Dimension Risk Breakdown
| Dimension | Score | Score out of 5 | Risk Level | Action Required |
|---|
Disclaimer: This calculator is intended for internal workforce planning purposes only and does not constitute professional wellbeing, medical, or legal advice. Scores are based on HR Manager observation and should be reviewed alongside direct employee feedback, formal engagement surveys, and qualified occupational health or HR expertise where required. Framework references: HSE Management Standards, WHO Healthy Workplace Framework, Gallup Q12, CIPD Good Work Index, Self-Determination Theory (Deci & Ryan, 1985).
How to Use This Calculator
- Select the team or department you are assessing. If you are completing a whole-organisation review, leave the team field blank and it will default to All Teams.
- Score each of the five wellbeing dimensions from 1 to 5 based on your direct observation of the team. A score of 1 means the dimension is in crisis and requires immediate action. A score of 5 means the dimension is well managed with no current concerns.
- Be honest in your scoring. This assessment is only as useful as the quality of your observations. Where you are uncertain, err on the side of caution and score lower rather than higher.
- Score all five dimensions before running the assessment. The calculator will prompt you if any dimension has been left unscored.
- Click Run Wellbeing Risk Assessment to generate your results. Use the Reset button to clear all scores and start a new assessment.
How to Read the Results
- The Overall Wellbeing Score shows the total across all five dimensions out of a maximum of 25. The Wellbeing Health Index converts this into a percentage to give you a quick read on overall team health.
- The Overall Risk Level tells you where the team sits across three bands. Low Risk means current practices are working and should be maintained with quarterly monitoring. Moderate Risk means one or more dimensions need attention within 90 days. High Risk means immediate leadership escalation and a formal wellbeing review are required within 30 days.
- The Critical Dimensions card flags any dimension scored 1 or 2. Per HSE Management Standards guidance, a single dimension at this level requires immediate intervention regardless of what the overall score shows.
- The Dimension Risk Breakdown table gives you the detail behind the headline score. Each row shows the dimension, the score you gave it, a visual indicator of where it sits, the risk level, and a specific recommended action with a clear timeframe.
- Use the results as a starting point for conversation, not a final verdict. Follow up with direct employee feedback, a structured listening session, or a formal engagement survey to validate what the data is telling you before committing to an action plan.