The annual employee engagement survey serves as our psychosocial workplace risk assessment. A subset of the items in the engagement survey makes sure to capture the employees’ assessment of the above-mentioned psychosocial job factors: influence, recognition, meaningfulness, social support, predictability and balanced demands.

The reports are accompanied by a color-coding (green, yellow, red) to indicate whether the categories are perceived by employees to be under control (green), relevant for further exploration (yellow), or requires actions to improve (red).

The purpose of the system is to provide team leaders and employees with an overview of areas that may require action, and it is emphasised that follow-up dialogues are crucial for gaining a proper understanding of the underlying factors behind the results. Leaders are expected to utilise the engagement survey follow-up dialogues to engage with their workers to understand their needs and assessments of the psychosocial work environment.

At Novo Nordisk we utilise a range of tools and methods to create a dialogue about results of the engagement survey and to facilitate shared sense-making of the key issues in the work environment experienced by employees in their specific local context. The adoption of a bottom-up approach to identifying and mitigating psychosocial risk factors in the work environment is a fundamental element in our efforts to promote a healthy and engaging workplace, as well as to prevent stress and enhance mental well-being.

The tools are self-explanatory. However, specific manager and HR business partner training and follow-up guidance with focus on mental well-being and psychosocial factors is offered for teams in the bottom-quartile of the Engagement Index.

To further refine and carry through on the annual engagement survey follow-up guidance for bottom quartile we are offering training in 11 languages covering our largest sites and markets globally.

General mental well-being and stress management training is offered to all leaders in Novo Nordisk.

This model of stress prevention is fully implemented across all business areas and geographies.

An integral part of the engagement survey is a measure on self-perceived symptoms of stress. In the survey, stress is defined as a state where the employee feels tense, restless, nervous or troubled, or unable to sleep at night due to thoughts about their problems.

We continuously monitor how the share of employees reporting symptoms of stress develop. To improve mental health and well-being we set targets at EVP-level to reduce the share of employees reporting symptoms of stress by 10% year on year. If e.g. an EVP-area has 12% employees reporting symptoms of stress, the target for the following year would be 10,8%.

Employees responding that they experienced symptoms of stress increased slightly by 0,2% to 14.0% in 2025 (compared to 13.8% in 2024), hence the target of 10% annual improvement has not been met at company level despite slight reduction in stress levels across most EVP areas.

A global Mental well-being delivery model targeting areas with a high stress level has been implemented since 2023. Eligible business areas are offered customised training and interventions by our internal Organisational Psychologists. In 2024 28 (out of 34) large businesses units accepted the offer and engaged in extensive activities to address root causes to stress. The interventions in the 28 business units impacted more than 7000 employees. The preventive approach focuses on organizational aspects of psychosocial factors and leadership accountability, with attention to job design and relations.

We are proud to collaborate with esteemed institutions such as Harvard School of Public Health and Sheffield University to advance our understanding of mental well-being in the workplace. Through this partnership, we are sharing industry best practices and insights gained from our experience at Novo Nordisk. This collaborative effort culminates in a book that aims to bridge academic research and practical application, highlighting innovative strategies and approaches to mental health at work. The book title is:  Designing, Implementing and Evaluating Sustainable Interventions in Organizations: The How-To of Improving Worker Health and Well-being. It is going to be published by Oxford University Press in October 2025.

By working together with these universities, we are fostering a dialogue that not only enriches our own practices but also contributes to the broader conversation around workplace well-being globally.

At Novo Nordisk, we are proud to be active participants in the global Vision Zero initiative, which aims to eliminate work-related injuries and promote a culture of safety and well-being within the workplace. We are happy to share our practices and in 2024, we were honoured to receive the International ORP Recognition for “our effective management of work-related stress as well as our readiness to share these both at national and international level”.

In 2024, WEF (World Economic Forum) chose to write a blog post on Novo Nordisk’s mental well-being strategy. In addition, the Insights Report January 2025 also published by the World Economic Forum included Novo Nordisk as a case study in Thriving Workplaces: How Employers can Improve Productivity and Change Lives.

Employees at Novo Nordisk have access to a variety of well-being services designed to support their mental health and overall well-being. These services include comprehensive behavioural health support, which offers counselling and resources to help employees manage mental health challenges. There are also programs that provide access to counselling services, financial guidance, and resources to promote work-life balance. Additionally, Novo Nordisk has a well-being hotline that serves as a confidential resource for employees seeking support for personal or work-related issues, offering assistance and referrals to appropriate services. Together, these offerings aim to enhance employee mental health, support well-being, and facilitate access to necessary resources.

Novo Nordisk’s position on flexible working emphasises the importance of adaptability and work-life balance throughout the employee life cycle. We recognise that flexible working arrangements can enhance employee well-being, productivity, and job satisfaction throughout life cycles.

As part of our policy, Novo Nordisk supports various flexible work options, including remote work, flexible hours, and hybrid models, allowing employees to tailor their work environments to meet personal and professional needs.

Additionally, we offer a career break option, which allows employees to take time off for personal pursuits, family responsibilities, or personal development, further supporting their individual needs and life circumstances. This approach is rooted in trust and collaboration, fostering a culture that prioritises results while accommodating employee preferences. Overall, Novo Nordisk is committed to creating a supportive work environment that balances employee autonomy with organisational goals.

In 2025, we launched an enterprise-wide awareness campaign on Psychological Safety, emphasizing that psychological safety—where individuals feel safe to express their thoughts, ideas, and concerns without fear of judgment—is a foundational aspect of a healthy workplace.

Novo Nordisk’s anti-harassment policy is intrinsically linked to psychological safety and mental well-being by demonstrating our commitment to creating an environment where every employee feels safe, respected, and valued. Our policy is designed to prevent all forms of harassment, discrimination, and bullying, which can seriously compromise psychological safety and lead to negative mental health outcomes.

By cultivating a culture of zero tolerance towards harassment, we promote open communication and trust among employees, empowering them to express themselves without fear of retaliation or judgment. This supportive atmosphere is crucial for enhancing psychological safety, enabling individuals to share ideas, raise questions, and give feedback freely.

Furthermore, the anti-harassment policy is a vital part of Novo Nordisk’s broader well-being initiatives. It fosters a respectful workplace environment where employees can flourish both personally and professionally. By prioritising anti-harassment measures, we not only safeguard individuals but also enhance team dynamics and overall workplace morale, contributing to better mental well-being and a healthier organizational culture.

In addition, we have implemented a tool for risk assessment of organisational changes and guidance on actions to mitigate stress based on risk profiles in 2025.

Global leadership guidelines have been developed, to enable leaders and HR resource persons to build capabilities in return-to-work guidance after sick-leave, as well as for specific conditions, disease groups and neurodiversity in close collaboration with the Global functional area for Diversity Equity Inclusion and Belonging