Wellbeing
Our wellbeing vision
We aim to create a health - promoting workplace where our people can be themselves and feel and perform at their best, so we can deliver the exceptional service our clients expect. This means being proactive in empowering our people to prioritise their wellbeing and support those around them in doing the same. Using our brand and expertise to drive change across industry, we want to influence the employer wellbeing movement, making a difference for working people and their families.
This is a modal window.
Be Well, Work Well
Wellbeing-promoting working
We’re committed to creating an environment that enables our people to prioritise their wellbeing and take care of themselves.
- Our Empowered Flexibility approach: Giving our people have greater flexibility in how, where and when we work
- Reimagining our offices: Creating a variety of innovative and flexible workspaces to meet everyone's needs
- Our Dress for your Day policy: Encouraging our people to wear what’s most comfortable and appropriate for their work commitments
- Key awareness campaigns in-office and online, such as World Mental Health Day, Mental Health Awareness Week and Winter Wellbeing
As well as our central policies and arrangements, we work with each area of our business, supporting them in making changes locally to enable their teams to live and work at their best.
Be Well, Work Well resources
We have a range of resources available to our people to help them stay well and support them when they’re unwell, which include:
- Our network of 580+Mental Health First Aiders®, all accredited by Mental Health First Aid England, who are available to all of our people for listening conversations and signposting to support.
- Our Mental Health Advocates Network is a group of Partners and Directors with experience of mental health problems, who will listen in confidence and without judgement and signpost to the right support
- Career and Talent Coaches are there to support people day to day including safeguarding their wellbeing
- Our Mental Health Help app includes guidance and tips on how to have conversations with colleagues and where to go to for practical help, including in an emergency
- Mental health training for people in key roles to enable them to support others
- Professional advice and help are available through our healthcare and benefits providers
- Online modules to help us stay mindful of our own wellbeing, recognise signs that others are struggling and provide guidance on listening and supporting colleagues
- Resilience training
- Connections Groups, via our People Networks, enabling our people to connect and support one another through shared lived experiences
Leading the way
Our wellbeing approach includes tackling topics still not often talked about in the workplace, such as:
Mental health
Green Light to Talk is our way of encouraging open and honest conversations about mental health and wellbeing, to make them a normal part of our culture and show that we care about our people. In 2016 we began, each month, to publish stories from our people on their personal experiences of mental health, highlighting the tools and resources available to those who may be struggling, or who want to help others. This is helped us break down the stigma around mental illness. In 2017 our campaign went nationwide when it was adopted by the Lord Mayor’s Appeal and green ribbons launched across the UK.
Now, every day at PwC is Green Light to Talk Day, and we have a dedicated platform where a wealth of stories, bravely shared by our people, can be viewed on demand.
Menopause
We worked closely with the Royal College of Obstetricians and Gynaecologists and the charity Wellbeing of Women to understand more about what menopausal changes mean for people in the workplace. We now have an online ‘Menopause in the Workplace’ guide available to all of our people, offering advice and insights to those experiencing the changes, as well as colleagues, family and friends. Through continuous listening, and our Connections Groups, we continue to expand the support offered to our people to support them with perimenopause and menopause along with other health conditions.
Financial wellbeing
Growing research highlights the impact poor financial wellbeing can have on a person’s health. We’re committed to building our people’s financial awareness and signposting them to information and resources so they can make informed decisions and choices. In 2022 we launched a dedicated financial wellbeing platform accessible to all of our people to support their financial wellbeing.
MindForward Alliance
We are active members of this employers’ alliance, which aims to break down the stigma around mental health in employment, creating a culture of good mental health for workers, sharing best practice and increasing mental health understanding. We helped the alliance set up the Thriving from the Start network aimed at supporting people starting work and early in their careers look after their mental wellbeing and get support if needed. We are proud to have been awarded the highest possible accreditation of the MindForward Alliance Thriving at Work Framework, achieving 'Health Creating' status every year since it began in 2018.
Mental Health UK
PwC UK has partnered with Mental Health UK for a three-year initiative to support mental wellbeing in the workplace and beyond. This partnership, announced in December 2024, involves skills-based volunteering, fundraising, and knowledge sharing to improve access to mental health resources and raise awareness.
Wellbeing of Women
For over 15 years, our investment in the important work done by Wellbeing of Women has made a significant impact in the health and wellbeing of women, girls and babies.
We have invested in a trial for a non-surgical treatment of endometriosis and the first peer-reviewed research into how workplaces should be supporting staff through menopause. We are proud to be founding members of Wellbeing of Women's Employer Membership Program.
Turning the tide on economic activity
The level of economic inactivity in the UK presents a major challenge. Since late 2019, the number of people neither working nor looking for work has increased by roughly 12,000 a month net. A new approach is needed.
A key focus of conversations so far has been on getting those people outside the workforce into work. Just as important, however, is stemming the flow of people leaving the workforce in the first place. This outflow has risen more sharply than the rate of returns to work, driving higher overall levels of inactivity.
With that in mind, in March 2025, PwC commissioned and undertook research to better understand the problem and to explore where new solutions might be found. We have heard from more than 4,000 UK adults through interviews and surveys as well as several hundred senior business leaders from major employers and SMEs.
