Employee Wellbeing Survey Questions

These questions measure the working conditions that produce wellbeing — pace, recovery, boundaries, support — rather than asking employees to disclose health information. That distinction matters legally and it matters for whether people answer honestly.

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Why this dimension matters

Wellbeing scores fall months before burnout becomes attrition, and unlike most metrics the causes are usually concrete and fixable: workload distribution, meeting load, on-call rotas, whether taking leave is genuinely acceptable.

All 40 questions

Grouped by question type. Pick three to five for a pulse, or use the full set for a deep-dive survey on this dimension.

Agreement scale (1–5) · 30

1.I am able to maintain a healthy work-life balance.
2.I often feel burned out from my work.Reverse scored
3.I can disconnect from work outside of working hours.
4.My workload is manageable in a typical week.
5.I frequently work beyond a healthy number of hours.Reverse scored
6.My team respects my time off and boundaries.
7.I take regular breaks throughout my workday.
8.I feel mentally and physically well most workdays.
9.The company actively supports my mental health.
10.I feel comfortable taking sick leave when I need it.
11.I feel guilty when I leave work on time.Reverse scored
12.I feel psychologically safe at work — free from unreasonable fear or stress.
13.I regularly work through my lunch break without taking a real break.Reverse scored
14.The company provides resources that support my mental health.
15.I feel comfortable taking time off when I genuinely need to recharge.
16.After the working day, I can fully switch off without thinking about work.
17.I feel pressured to be available outside of my working hours.Reverse scored
18.My sleep quality has been good this week because of a manageable workload.
19.I can take mental health days without guilt or stigma here.
20.I feel like showing any vulnerability at work would be used against me.Reverse scored
21.The pace of work here allows me to do my best work rather than just fast work.
22.I feel physically healthy enough to perform at my best at work.
23.I make time for exercise or physical activity during or around my working day.
24.I regularly feel anxious or stressed about work during evenings or weekends.Reverse scored
25.Leadership models healthy work-life integration through their own behaviour.
26.I have access to confidential mental health support through this employer.
27.My workload has been manageable this week without excessive stress.
28.Meeting overload prevents me from doing focused, meaningful work.Reverse scored
29.I feel in control of my calendar and working rhythm.
30.The company actively prevents a culture of overwork.

Yes / no · 4

1.Have you taken any vacation in the last 3 months?
2.Are you aware of the mental health resources available to you at work?
3.Have you felt burnt out at any point in the last three months?
4.Have you felt able to maintain healthy habits (sleep, exercise, eating) this week?

Multiple choice · 2

1.How would you describe your energy level most mornings before work?Options: Energised and motivated · Neutral — okay · Tired but manageable · Drained or dreading it
2.Which of these would most improve your wellbeing at work?Options: Reduced workload · More flexible hours · Better manager support · EAP/mental health services · Clearer boundaries around off-hours · Mindfulness or wellness programmes

Open text · 4

1.What is one thing the company could do to support your wellbeing?
2.What would help you better protect your energy and wellbeing at work?
3.What one company policy or cultural norm most negatively impacts your wellbeing?
4.What is one action you would take to improve team wellbeing if you had the power?

Reverse-scored questions are worded negatively on purpose — they catch people who tick “agree” all the way down without reading. Remember to flip them before averaging, or they will drag your score down artificially.

How to use them well

Keep the survey short. A long wellbeing questionnaire is itself a demand on people who are already stretched.
Put your employee assistance and mental-health resources on the closing screen, every time.
Report at team level with a minimum of five responses, and never cross-tabulate small segments.
Respond with something structural — workload, meeting-free blocks, real time off — not a webinar.

Questions people ask

Can we ask employees about mental health?

Ask about work conditions that affect wellbeing, not about clinical symptoms, diagnoses or treatment. The latter is health data, carries legal obligations in most jurisdictions, and is not something an employer should be holding.

What if someone discloses a crisis in a free-text answer?

Decide before you send, not after. In a properly anonymous survey you cannot identify the person, so the correct design is to show crisis and support resources prominently in the invitation and on the closing screen — reaching everyone, including whoever needed it.

Put these to work

Template

Employee Wellbeing Check-in Template

Template

Employee Burnout Risk Survey Template

Resource

Employee Wellbeing Survey Questions: 50 Questions for a Healthier Workplace

Resource

Employee Burnout Survey Questions: 40 Questions to Identify and Prevent Burnout

Other dimensions

Employee Recognition Feedback for Employees Employee Happiness Career Growth & Development Job Satisfaction Team & Peer Relationship Manager Effectiveness Alignment & Purpose Employee Advocacy & eNPS Diversity, Inclusion & Belonging Work Environment

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