It is widely acknowledged that employers have a duty to protect the well-being of their employees. This paper develops and validates a measurement instrument to capture the extent to which an organization’s performance measurement systems (PMS) avoid harming the well-being of employees. PMS are pervasively used in today’s organizations and extant research suggests that PMS can harm employees’ well-being by heightening job-related stress, the likelihood of anxiety, burnout, or feelings of anomie, disgrace, futility, and isolation. Scholars as well as practitioners, therefore, stand to gain from being better able to assess organizations’ PMS in terms of how well they avoid harming employees’ well-being. Drawing on the conceptualization of non-maleficence in bioethics, data collected in two independent samples from 179 and 188 employees in the U.S. and the UK, we develop and validate a parsimonious five-item measurement instrument, which allows to measure reliably and validly the non-maleficence of an organizations’ PMS.