## 4 Discussion
The results suggest that the _WBI_ is reliable for assessing employee well-being, influenced by heart rate variability, physical activity, sleep quality, and stress levels. The strong performance of the WBM indicates that the ML algorithm correctly classifies well-being states based on these parameters. These results have significant implications for organizations looking to improve employee well-being. By utilizing _WBI_ and _DSC_ calculations, companies can proactively monitor employee sentiment and adjust strategies to foster a supportive work environment. The findings highlight the importance of combining quantitative metrics with qualitative sentiment analysis, allowing organizations to identify areas needing attention and support before issues escalate. Some measures to support an employee who is considered stressed, especially within the context of Industry 5.0, which emphasizes a human-centric approach and the integration of advanced technologies to enhance worker well-being, include the following:  
1. Flexible work arrangements and hybrid models allow employees to work from home to reduce commuting stress and improve work-life balance. Options for flexible working hours to accommodate personal needs and peak productivity times are another proposal considered in the framework. 2. Wellness programs in Industry 5.0 should include access to counseling services, stress management workshops, and mental health resources. Physical wellness initiatives may involve implementing fitness programs, yoga classes, or mindfulness sessions to promote physical health and relaxation. 3. Work environment enhancement evaluates workplace ergonomics to reduce physical discomfort, which can contribute to stress. Incorporating nature, such as plants and natural light, into the workspace to create a calming atmosphere could be another Industry 5.0 measure. 4. Technology utilization, including AI and automation tools to handle repetitive tasks, allowing employees to focus on more meaningful and engaging work, is an emerging solution. 5. Skills development and training aim to enhance resilience and promote coping strategies for managing stress. Opportunities for skills development and career advancement help employees feel valued and engaged. 6. Encouraging breaks and downtime throughout the day to recharge and prevent burnout. 7. Promoting a positive culture by implementing recognition programs that celebrate employee achievements and contributions to foster a sense of belonging and appreciation. 8. Crisis management resources permit employees to access immediate support during a crisis or when stress levels peak. By implementing these measures, organizations can create a supportive environment that reduces stress and enhances overall employee well-being in Industry 5.0. This human-centric approach aligns with the goals of fostering innovation, productivity, and sustainable growth while prioritizing the health and happiness of the workforce. The results have some limitations. The primary limitation is the requirement that employees continuously wear the monitoring bracelet, which may infringe on their rights. Additionally, monitoring messages sent to colleagues could violate their privacy rights. To reinforce the study's findings, we could conduct statistical significance tests, such as Pearson or Spearman correlation analyses, to confirm the relationships between metrics (e.g., _WBI_, _DSC_) within the well-being framework. Future work will include these tests to validate the observed correlations statistically, adding rigor to the insights drawn from the model and helping to substantiate the connections between health metrics and sentiment-based well-being indicators. Future studies should focus on clustering algorithms for assessing overall employee well-being. Longitudinal studies could provide deeper insights into how well-being metrics evolve in response to organizational changes.