Since 2019
When discussing well-being at work, the conversation often focuses on stress management, engagement, or work-life balance. Beneath it all lies something more fundamental: the right to Decent Work (DW).
Decent Work embodies the universal right to dignified and productive employment in conditions of freedom, equity, dignity, and security 1. It is not a luxury but a foundation of human and organisational health.
Research consistently shows that when people experience Decent Work, they are more intrinsically motivated and less likely to burn out 2. Dinis et al. (2024) found a clear negative correlation between decent work and burnout, meaning that when people feel respected, fairly compensated, and safe in their workplace, their risk of burnout decreases dramatically.
Scholars identify several elements that define Decent Work, and they sound remarkably similar to what every employee wishes for:
As Shresta (2022) notes, when these elements are missing, burnout becomes far more likely. Conversely, when they are present, employees report higher job satisfaction, stronger engagement, and lower turnover intentions 4.
In short, decent work isn't just about fairness; it is about sustainability, both human and economic.
Even before COVID, burnout was quietly becoming a global pandemic. Then the pandemic hit, and everything worsened.
Workers are now three times more likely to report mental health concerns than before the pandemic.
Despite high stress, people are not taking time off. In 2020, American workers left 33% of paid leave unused, while the average workday increased by 49 minutes.
A staggering 76% of employees say workplace stress affects their mental health, leading to depression and anxiety 5.
Burnout doesn't stop at the office door; it spills into every corner of a person's life: relationships, health, motivation, and even identity. While burnout feels personal, companies have a responsibility to create environments that protect and restore their people.
Decent Work isn't just a feel-good concept; it is a core principle of the International Labour Organisation (ILO) and a key pillar of the Sustainable Development Goals (SDGs), specifically Goal 8: "Promote sustained, inclusive and sustainable economic growth, full and productive employment, and decent work for all." 6
The ILO defines Decent Work as "productive work for women and men in conditions of freedom, equity, security, and human dignity."
That means work should:
Pay a fair income.
In essence, Decent Work protects both the worker's rights and the worker's humanity.
For developing countries, achieving Decent Work is an even greater challenge. Many workers can't afford not to work, even if that means accepting unsafe, low-paying, or unstable jobs.
An estimated 1.4 billion people work in vulnerable or informal employment globally. In many regions, informal work makes up more than half of all non-agricultural jobs: 82% in South Asia, 66% in Sub-Saharan Africa, 65% in East and Southeast Asia, and 51% in Latin America 6.
This reality keeps millions trapped in a cycle of poverty and burnout.
Decent Work isn't an abstract policy goal; it is about how people experience their daily lives at work. It is about dignity, purpose, and fairness.
When people are treated with respect, fairly compensated, and supported in their growth, they don't just perform better, they thrive. And when they thrive, so do their teams, their organisations, and ultimately, their societies.
As leaders, HR professionals, and colleagues, we can all play a role in promoting Decent Work by advocating for fair policies, fostering psychologically safe environments, and ensuring that well-being isn't an afterthought, but a foundation.
Because in the end, Decent Work is simply human work done right.
10.1177/03000605221106428