Wellbeing at work
Why wellbeing is a strategic matter rather than a perk — and a programme you have to design, implement and evaluate.
Level 5 People Management · 10 assessment criteria
Learning outcome 1
Understand wellbeing and its relevance to workplaces.
- AC1.1explain
Explain issues and key theories in wellbeing at work.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
- AC1.2discuss
Discuss how wellbeing can be managed to support organisational goals.
What that asks for: Set out more than one view and show how they relate. A one-sided answer is the usual miss.
- AC1.3assess
Assess the benefits of adopting wellbeing practices in organisations.
What that asks for: Judge the significance or extent of something. Close to evaluate, but the emphasis is on how much it matters.
Learning outcome 2
Understand how wellbeing is shaped by the organisation's internal and external context.
- AC2.1evaluate
Evaluate key stakeholders' contribution to improving wellbeing at work.
What that asks for: Weigh it up and reach a judgement. Both sides, then a position — an answer with no verdict does not meet this.
- AC2.2discuss
Discuss how wellbeing interacts with other areas of people management practice.
What that asks for: Set out more than one view and show how they relate. A one-sided answer is the usual miss.
- AC2.3analyse
Analyse how organisational context shapes wellbeing.
What that asks for: Break it into parts and show how they connect. Listing the parts is not analysing them.
Learning outcome 3
Be able to design, develop and implement a wellbeing programme.
- AC3.1identify
Identify wellbeing initiatives in relation to an organisation's needs.
What that asks for: Name the specific ones that apply here. The lowest bar of any CIPD verb — but it still wants the actual items, not a description of the category.
- AC3.2design
Design a wellbeing programme relevant to the organisation.
What that asks for: Produce the design itself, with the reasoning visible. A criterion that says design is not satisfied by explaining what a good one would look like.
- AC3.3explain
Explain how you would implement a wellbeing programme suitable for the organisation.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
- AC3.4explain
Explain how a wellbeing programme can be evaluated and monitored.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
Learning outcomes and assessment criteria are quoted from the CIPD CIPD Level 5 Associate Diploma in People Management qualification specification, version 2.6 (February 2026), © CIPD. MarkReady is not a CIPD approved centre and is not affiliated with or endorsed by the CIPD.
- 5CO01Organisational performance and culture in practice
- 5CO02Evidence-based practice
- 5CO03Professional behaviours and valuing people
- 5HR01Employment relationship management
- 5HR02Talent management and workforce planning
- 5HR03Reward for performance and contribution
- 5OS01Specialist employment law
- 5OS02Advances in digital learning and development
- 5OS03Learning and development essentials
- 5OS04People management in an international context
- 5OS05Equality, diversity and inclusion
- 5OS06Leadership and management development
Stuck on something? Start a chat.
Tell us what you're working on and what's going wrong. We'll tell you what would help, what it costs, and how long it takes — before you commit to anything.
Replies in under 2 hours. No account needed to ask.