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Regional Data Summary and Country-Level Trends — State of the Global Workplace 2026

Regional employee engagement in 2025 ranged from 12% in Europe to 31% in the United States and Canada. Wellbeing varied even more widely: 56% of employees in Latin America and the Caribbean were thriving, compared with just 16% in South Asia. These findings come from Gallup’s State of the Global Workplace: 2026 Report (published April 2026; data collected January-December 2025).

Below, explore data summaries for 10 world regions, including engagement, life evaluation, daily emotions and the job climate — with links to detailed data trends for 140+ countries and territories.

What are the key workplace trends in the United States and Canada?

Engagement in this region remains among the highest globally at 31%, holding steady year over year. However, job market confidence fell sharply to 47% — the second-lowest of any region and below the global average of 52%. Half of all employees in this region reported significant daily stress, the highest rate worldwide, and loneliness rose to 19%.

United States and Canada region depicted on a map

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What is employee engagement in the United States and Canada?

Metric Percentage
Engaged 31%
Not engaged 52%
Actively disengaged 17%

How are employees in the United States and Canada evaluating their lives?

Metric Percentage
Thriving 51%
Struggling 45%
Suffering 4%

What daily emotions do employees in the United States and Canada experience?

Daily Emotions % Experiencing
Stress 50%
Anger 18%
Sadness 22%
Loneliness 19%

What is the job climate in the United States and Canada?

Forty-seven percent of employees say now is a good time to find a job where they live.

What are the key workplace trends in Latin America and the Caribbean?

The percentage of employees in Latin America and the Caribbean who are thriving in their lives (56%) hit its highest point in more than a decade, and the region now has one of the highest percentages of thriving employees in the world. Loneliness dropped sharply and is now among the lowest worldwide (12%). Job market optimism strengthened, reaching 60% — tied for the second-highest job climate rating.

Latin America and the Caribbean region depicted on a map

Download Latin America and the Caribbean Regional Data Summary PDF

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What is employee engagement in Latin America and the Caribbean?

Metric Percentage
Engaged 30%
Not engaged 59%
Actively disengaged 11%

How are employees in Latin America and the Caribbean evaluating their lives?

Metric Percentage
Thriving 56%
Struggling 42%
Suffering 2%

What daily emotions do employees in Latin America and the Caribbean experience?

Daily Emotions % Experiencing
Stress 43%
Anger 14%
Sadness 18%
Loneliness 12%

What is the job climate in Latin America and the Caribbean?

Sixty percent of employees say now is a good time to find a job where they live.

What are the key workplace trends in Europe?

Europe continues to report the lowest employee engagement of any region globally, at 12%. Life evaluation improved modestly, with thriving rising to 49%. Daily stress (39%) and anger (15%) remain below global averages.

Europe region depicted on a map

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What is employee engagement in Europe?

Metric Percentage
Engaged 12%
Not engaged 73%
Actively disengaged 15%

How are employees in Europe evaluating their lives?

Metric Percentage
Thriving 49%
Struggling 48%
Suffering 4%

What daily emotions do employees in Europe experience?

Daily Emotions % Experiencing
Stress 39%
Anger 15%
Sadness 17%
Loneliness 13%

What is the job climate in Europe?

Fifty-seven percent of employees say now is a good time to find a job where they live.

What are the key workplace trends in Post-Soviet Eurasia?

Daily stress in this region remains the lowest of any region globally, at 21%. Employee engagement (25%) exceeds the global average of 20%, despite a slight year-over-year dip. Job market confidence improved, rising to 57%.

Post-Soviet Eurasia region depicted on a map

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What is employee engagement in Post-Soviet Eurasia?

Metric Percentage
Engaged 25%
Not engaged 60%
Actively disengaged 15%

How are employees in Post-Soviet Eurasia evaluating their lives?

Metric Percentage
Thriving 34%
Struggling 57%
Suffering 9%

What daily emotions do employees in Post-Soviet Eurasia experience?

Daily Emotions % Experiencing
Stress 21%
Anger 14%
Sadness 19%
Loneliness 16%

What is the job climate in Post-Soviet Eurasia?

Fifty-seven percent of employees say now is a good time to find a job where they live.

What are the key workplace trends in the Middle East and North Africa?

Employee engagement remains among the lowest globally at 14%, ranked second to last. Daily anger continues to rank among the highest worldwide at 30%. Job market perceptions remain the weakest globally, with only 36% saying it is a good time to find a job.

Middle East and North Africa region depicted on a map

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What is employee engagement in the Middle East and North Africa?

Metric Percentage
Engaged 14%
Not engaged 61%
Actively disengaged 25%

How are employees in the Middle East and North Africa evaluating their lives?

Metric Percentage
Thriving 26%
Struggling 61%
Suffering 13%

What daily emotions do employees in the Middle East and North Africa experience?

Daily Emotions % Experiencing
Stress 48%
Anger 30%
Sadness 26%
Loneliness 22%

What is the job climate in the Middle East and North Africa?

Thirty-six percent of employees say now is a good time to find a job where they live.

What are the key workplace trends in sub-Saharan Africa?

Thriving in this region remains among the lowest globally at 18%. Loneliness remains among the highest worldwide, with 28% reporting daily loneliness. Emotional strain remains elevated overall, though stress, anger and sadness edged slightly downward year over year.

Sub-Saharan Africa region depicted on a map

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What is employee engagement in sub-Saharan Africa?

Metric Percentage
Engaged 19%
Not engaged 63%
Actively disengaged 18%

How are employees in sub-Saharan Africa evaluating their lives?

Metric Percentage
Thriving 18%
Struggling 73%
Suffering 9%

What daily emotions do employees in sub-Saharan Africa experience?

Daily Emotions % Experiencing
Stress 46%
Anger 25%
Sadness 28%
Loneliness 28%

What is the job climate in sub-Saharan Africa?

Fifty percent of employees say now is a good time to find a job where they live.

What are the key workplace trends in East Asia?

Loneliness increased sharply in this region and now ranks among the highest globally at 23%. Thriving sits below the global average, declining to 32%. Job market confidence improved significantly to 58%, the highest gain of any region year over year.

East Asia region depicted on a map

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What is employee engagement in East Asia?

Metric Percentage
Engaged 18%
Not engaged 66%
Actively disengaged 16%

How are employees in East Asia evaluating their lives?

Metric Percentage
Thriving 32%
Struggling 62%
Suffering 6%

What daily emotions do employees in East Asia experience?

Daily Emotions % Experiencing
Stress 46%
Anger 20%
Sadness 17%
Loneliness 23%

What is the job climate in East Asia?

Fifty-eight percent of employees say now is a good time to find a job where they live.

What are the key workplace trends in South Asia?

Thriving remains the lowest of any region globally, at 16%. Daily sadness continues to rank highest worldwide at 36%, despite a slight decline. Employee engagement fell sharply year over year, dropping to 21%.

South Asia region depicted on a map

Download South Asia Regional Data Summary PDF

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What is employee engagement in South Asia?

Metric Percentage
Engaged 21%
Not engaged 59%
Actively disengaged 20%

How are employees in South Asia evaluating their lives?

Metric Percentage
Thriving 16%
Struggling 62%
Suffering 22%

What daily emotions do employees in South Asia experience?

Daily Emotions % Experiencing
Stress 30%
Anger 31%
Sadness 36%
Loneliness 28%

What is the job climate in South Asia?

Forty-eight percent of employees say now is a good time to find a job where they live.

What are the key workplace trends in Southeast Asia?

Job market confidence in this region ranks the highest globally at 64%. Daily stress remains among the lowest worldwide at 25%. Employee engagement holds above the global average, steady at 25%.

Southeast Asia region depicted on a map

Download Southeast Asia Regional Data Summary PDF

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What is employee engagement in Southeast Asia?

Metric Percentage
Engaged 25%
Not engaged 67%
Actively disengaged 8%

How are employees in Southeast Asia evaluating their lives?

Metric Percentage
Thriving 36%
Struggling 59%
Suffering 5%

What daily emotions do employees in Southeast Asia experience?

Daily Emotions % Experiencing
Stress 25%
Anger 19%
Sadness 21%
Loneliness 19%

What is the job climate in Southeast Asia?

Sixty-four percent of employees say now is a good time to find a job where they live.

What are the key workplace trends in Australia and New Zealand?

Thriving remains among the highest globally at 55%, despite a slight decline. Job market optimism dropped sharply year over year to 60%, though it remains tied for the second-highest globally. Employee engagement declined modestly, now aligning with the global average at 21%.

Australia and New Zealand region depicted on a map

Download Australia and New Zealand Regional Data Summary PDF

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What is employee engagement in Australia and New Zealand?

Metric Percentage
Engaged 21%
Not engaged 66%
Actively disengaged 13%

How are employees in Australia and New Zealand evaluating their lives?

Metric Percentage
Thriving 55%
Struggling 42%
Suffering 3%

What daily emotions do employees in Australia and New Zealand experience?

Daily Emotions % Experiencing
Stress 49%
Anger 14%
Sadness 21%
Loneliness 14%

What is the job climate in Australia and New Zealand?

Sixty percent of employees say now is a good time to find a job where they live.

The primary data in this report come from the Gallup World Poll, through which Gallup has conducted surveys of the world’s adult population, using randomly selected samples, since 2005. The survey is typically administered annually face to face or by telephone, covering more than 160 countries and areas since its inception.

In addition to the World Poll data, Gallup collected extensive random samples of working populations in the United States (via web survey); these samples were added to the dataset for this report. 2024 data for China were collected using an opt-in web self-administered mode (computer-aided web interviewing, or CAWI) over two administrations of the survey during the course of the year.

The total number of global respondents included in the full trend of data for this report (2009 through 2025) is 5,754,327 (2,616,488 employed respondents); for the 2025 data, the total is 263,810 (141,444 employed) respondents. 2025 data included in this report were obtained from January to December 2025.

The target population of the World Poll is the entire civilian, noninstitutionalized, aged 15 and-older population. Gallup’s data in this report reflect the responses of adults aged 15 and older who were employed for any number of hours by an employer.

With rare exceptions, all samples are probability based and nationally representative. Gallup uses data weighting to:

  • minimize bias in survey-based estimates
  • ensure samples are nationally representative for each country or area
  • correct for unequal selection probability, nonresponse and overlap of landline and mobile phone users when using mobile phone and landline frames

Gallup also weights its final samples to match the national demographics of each country or area.

For global and regional percentage-point change, the data are rounded before calculating the difference between time periods to stay consistent with the trendlines shown by item. In 2025, Gallup began to report regional data based on data aggregated from three years of polling. Regional data reported prior to 2025 were based on that region's annual average.

Country-specific findings in “Appendix 1: Country/Territory by Region Data” are based on data aggregated from three years of polling. Percentage-point changes for countries and areas indicate the differences in percentage points when comparing the country’s average from 2022, 2023 and 2024 with the average from 2023, 2024 and 2025, with several countries’ data obtained in the early months of the following year and reported as part of the current year’s results. When shown, change data may sum to +/-1 pct. pt. due to rounding. Engaged, not engaged and actively disengaged percentages, as well as thriving, struggling and suffering percentages, may not sum to 100% due to rounding.

Global and regional engagement data were not collected in 2010 or 2011, therefore the 2011 datapoint counts only 2009; the 2012 datapoint counts only 2012; the 2013 datapoint counts 2012 and 2013; and the 2014 datapoint counts all three years: 2012, 2013 and 2014. Engagement data were also not collected in 2017.

Gallup typically surveys 1,000 individuals in each country or area using a standard set of core questions translated into the respective country’s major languages. In some countries, Gallup collects oversamples in major cities or areas of special interest. In a small number of countries, the sample size is fewer than 1,000 individuals. In this report, Gallup does not provide data (three-year aggregate) for any region or country with an aggregate n size of fewer than 300. However, results from countries or areas with a sample of any size during the 2025 World Poll collection year are included in regional and global results.

For results based on the total sample of employed adults globally, the margin of sampling error ranged from ±0.05 percentage points to ±0.08 percentage points at the 95% confidence level. For results based on the total sample of employed adults in each region, the margin of sampling error ranged from ±0.26 percentage points to ±2.37 percentage points at the 95% confidence level. For results based on the total sample of employed adults in each country, the margin of sampling error ranged from ±0.25 percentage points to ±7.07 percentage points at the 95% confidence level. All reported margins of sampling error include computed design effects for weighting.

Gallup is entirely responsible for the management, design and control of the Gallup World Poll. For more than 80 years, Gallup has been committed to the principle that accurately collecting and disseminating the opinions and aspirations of people around the globe is vital to understanding our world. Gallup’s mission is to provide information in an objective, reliable and scientifically grounded manner.

Gallup is not associated with any political orientation, party or advocacy group and does not accept partisan entities as clients. Any individual, institution or governmental agency may access the Gallup World Poll regardless of nationality. The identities of clients and all surveyed respondents remain confidential.

The World Poll monitors the issues that matter most to societies worldwide, such as personal safety, food and shelter, employment, wellbeing and confidence in national institutions. In addition to conducting our core polls, organizations worldwide turn to Gallup to conduct custom surveys using our rigorous research standards and scientifically proven methodologies to help them solve their most pressing problems.

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