Global Pact for Well-Being at Work
For organisations where people can be free, conscious and happy
A free, voluntary and public commitment for organisations that want to put people —their well-being, consciousness and freedom— at the centre of how they work.
How it works
Read
Twelve articles in four spheres, from the person to the planet.
Commit
Tell us about your organisation and your first well-being initiative.
Sign
Sign online in a few minutes and confirm by email.
Grow
Join the Registry, the Agoras network and report progress once a year.
The full text
“Fundamental Peace is not the absence of pain… it is the transmutation of its energy into love and compassion.”
IPreamble
Work is where much of our adult life unfolds, which makes it one of the places where human happiness is either cultivated or eroded every day. The World Happiness Foundation promotes the Global Pact for Well-Being at Work as an open door for any organisation that wants to place people —their well-being, their consciousness and their freedom— at the centre of how it operates: a public, voluntary declaration of principles, sustained by concrete commitments and by regular, honest tracking of progress.
The Pact is rooted in Happytalism, the paradigm holding that economies, organisations and public policy exist to serve human and planetary flourishing, and not the other way round. In a happytalist organisation, well-being is not a perk or a campaign: it is an outcome that is designed, measured and accounted for, on the same footing as financial results.
The Pact contributes to the Foundation’s mission —10 Billion Free, Conscious & Happy by 2050. The Foundation has held Special Consultative Status with the United Nations Economic and Social Council (ECOSOC) since June 2025, supported the creation of the International Day of Happiness (20 March), and carries out its mission through programmes such as the Workplace Well-Being Certification (CBL, with AENOR), Cities of Happiness, Schools of Happiness —with more than 60,000 teachers trained across Latin America—, the World Happiness Academy, Heal the Healers, the Gross Global Happiness programme at the University for Peace, and the World Happiness Fest, among others.
IINature and scope of the Pact
- It is a voluntary, public and free-of-charge adherence, open to any organisation regardless of size, sector or country: companies, public administrations, social organisations and educational institutions.
- It creates no contractual, commercial or financial obligation of any kind between the signatory organisation and the Foundation.
- It rests on the organisation’s public commitment and on tracking its own progress, as described in Section VI (Communication on Progress).
- It is not a certification: adherence does not attest to results. Organisations seeking external verification may apply for the Workplace Well-Being Certification (CBL, with AENOR).
- Either party may end the adherence by written notice. The Foundation may suspend use of the Seal if it is used in a misleading way or if the Communication on Progress lapses.
IIIFoundations of the Pact
The articles of the Pact rest on three ideas the Foundation has developed through its work with people, organisations and cities around the world:
Happytalism
Happiness as the purpose of the system, not a by-product. What gets measured shapes what gets done; that is why the Pact asks organisations to measure what truly matters, alongside economic results.
Fundamental Peace
Sustainable well-being begins within. Fundamental Peace is a measurable inner capacity —flexible attentional control without effortful suppression, emotional coherence, reduced self-referential rigidity and compassionate self-awareness— that lets people move through pressure and change without losing themselves. Organisations can create the conditions for it to grow.
Transpersonal leadership
To lead is to serve the growth of others. The ROUSER model —Relations, Openness, Understanding, Self-Awareness, Empowerment and Reflection— guides leadership that inspires rather than imposes.
IVArticles of the Pact
The signatory organisation acknowledges and subscribes to the following twelve articles, organised in four spheres, from the person to the planet:
Purpose and meaning
Connect each person’s daily work to a purpose that goes beyond financial results and creates value for the people in the organisation, for society and for the planet.
Whole health and burnout prevention
Recognise that demand and tension are part of all professional activity and manage them in healthy ways: prevent chronic exhaustion and burnout, and ensure access to psychological support when needed, including for those who care for others.
Inner peace and personal sustainability
Protect rest, digital disconnection and sustainable rhythms, and make room for short practices of mindful pause, breathing and attention that cultivate Fundamental Peace.
Psychological safety and emotional literacy
Build environments where people feel valued, respected and safe to speak up, make mistakes and create, and where emotions —including difficult ones— are recognised as valuable information rather than weakness.
Equity, diversity, inclusion and belonging
Build diverse, equitable and inclusive workplaces, free from discrimination and harassment, where every person feels they belong.
Peaceful coexistence and conflict transformation
Address conflict through dialogue, listening and repair, replacing the logic of punishment or revenge with that of understanding, responsibility and forgiveness.
Conscious and transpersonal leadership
Promote management models grounded in transparency, active listening and closeness to people, inspired by the ROUSER model, and value leaders also for the well-being and growth of their teams.
Whole-person talent development
Foster the professional, personal and inner growth of everyone in the organisation, so they can bring out the best in themselves.
Work–life integration, flexibility and shared care
Actively support balance between professional, personal and family life through flexible, results-oriented ways of working that respect caregiving.
Measuring what matters
Integrate indicators of well-being, socio-emotional climate and inner capacities into the organisation’s management dashboard, alongside financial indicators, and use them to make decisions.
Integrity and continuous improvement
Report progress regularly and truthfully, back every well-being claim with actions and data —no “happywashing”— and use the results to review policies, in line with Section VI.
Shared value with community and planet
Extend well-being beyond the organisation —to families, suppliers, communities and ecosystems—, partnering where possible with initiatives such as Cities of Happiness or Schools of Happiness.
VCommitments of the adhering organisation
By voluntarily joining the Pact, the signatory organisation takes responsibility for:
- Active promotion
- Sharing the articles of the Pact internally with its leadership, its people and its suppliers.
- Well-being lead
- Appointing a person or team responsible for well-being —for example a Chief Well-Being Officer or equivalent role— to coordinate delivery of the Pact.
- People’s voice
- Building the well-being plan with the participation of the people who work in the organisation, not just for them.
- Ongoing training
- Supporting the training of its leaders and people-management teams in organisational well-being and conscious leadership.
- Action with impact
- Designing and implementing at least one initiative a year aligned with the articles of the Pact.
- Regular measurement
- Establishing a baseline within the first twelve months, then taking part in periodic well-being and workplace-climate assessments that make its progress visible.
- Communication on Progress
- Keeping the adherence alive through an annual progress statement, as set out in Section VI.
VICommunication on Progress
The adhering organisation sustains its commitment through a light, periodic statement that includes:
- An initial statement of adherence at signature and, thereafter, an annual renewal statement on each anniversary;
- A description of the concrete actions carried out during the year, which the organisation may share through its annual report or a public statement;
- The available results or tracking indicators —quantitative or qualitative—, starting from the baseline, that allow progress to be assessed;
- Lessons learned and next steps: what worked, what did not, and what the organisation intends to improve.
The Foundation may give visibility to these statements through the International Registry of Adhering Organisations. If two annual cycles pass without a Communication on Progress, the organisation will be listed as “inactive” until it renews.
VIIRecognition for adhering organisations
Adherence to the Pact carries no financial consideration and entitles the organisation to:
- Recognition
- Use of the Seal of Adhering Organisation to the Global Pact for Well-Being at Work, and inclusion in the International Registry of Adhering Organisations.
- Network and community
- Participation in the network of Corporate Leadership Agoras, for the exchange of good practice among HR professionals and CEOs.
- Visibility
- The opportunity to share its good practices at Foundation gatherings, such as the World Happiness Fest or International Day of Happiness activities (20 March).
- Growth pathway
- The Pact is the first step on a path that may continue, if the organisation wishes, with the Workplace Well-Being Certification (CBL, with AENOR) and training through the World Happiness Academy.
VIIISignature and manifesto of adherence
“We believe a thriving organisation is one in which people can be free, conscious and happy. We commit to measuring what truly matters, to caring for those who make our work possible, and to reporting our progress honestly.”
In witness of their agreement with and commitment to the articles set out in this document, the parties sign this Letter of Adherence.
Scan the QR code or visit the link to read the Pact in six languages, sign it in a few minutes and join the International Registry.
Sign onlineSign online
- 1Accept
- 2Organisation
- 3Signatory
- 4Commitment
- 5Sign
Step 1 of 5
Prefer paper?
Download the Letter of Adherence, sign it and send it to us. The PDF includes a QR code that brings you back to this page.
Download PDF · EnglishQuestions
Does it cost anything?
No. Joining the Pact is free and creates no contractual or financial obligation.
Is it a certification?
No. It is a public commitment. Organisations seeking external verification can apply for the Workplace Well-Being Certification (CBL, with AENOR).
What happens after we sign?
You confirm by email, receive your certificate and the Seal, and are invited to the Corporate Leadership Agoras. Once a year you share a short Communication on Progress.
Can we leave?
Yes. Either party can end the adherence at any time by written notice.
Questions? Write to us through the contact page.