Story Highlight
– Work-related stress is UK’s leading cause of absence.
– Nearly one million employees affected by mental health issues.
– 22.1 million workdays lost to mental health in 2024/25.
– Women report 25% higher rates of work-related stress.
– Young workers most likely to take time off work.
Full Story
Work-related mental health issues, including stress, anxiety, and depression, have emerged as the foremost causes of employee absenteeism in the UK, with almost one million workers affected over the past year, as reported by the Health and Safety Executive (HSE).
In its assessment, the HSE noted a substantial increase in lost working days—amounting to 22.1 million in the period of 2024/25 due to mental health challenges, marking a significant rise from the previous year. The data indicates that 964,000 individuals encountered stress, anxiety, or depression resulting from their work environments, whether these were newly diagnosed or ongoing conditions. This figure translates to a rate of 2,770 cases per 100,000 workers, representing a notable increase compared to 2023/24.
The HSE’s findings suggest a worrying trend that predates the COVID-19 pandemic. “In the recent years prior to the Coronavirus pandemic, the rate of self-reported work-related stress, depression or anxiety had shown signs of increasing,” they observed. Furthermore, when considering the most recent data from the past three years, the incidence of these mental health issues exceeds levels observed prior to the pandemic’s onset. The HSE identified 409,000 new cases, which results in an incidence rate of 1,180 per 100,000 workers. Collectively, the days lost due to mental health issues represented 52% of all work-related health problems, and a staggering 62% of all working days lost for health reasons in 2024/25.
Particularly high instances of anxiety and depression were reported in sectors including public administration and defence, social security, health and social care, and education. Since the previous year, mental health conditions have surpassed musculoskeletal complaints as the leading cause of worker absenteeism, prompting calls for employers to address the situation with urgency. Gavin Scarr-Hall, health and safety director at Peninsula, emphasised the need for action, stating, “The report has identified some key trends.”
Scarr-Hall further noted the necessity for employers to understand the demographics impacted by this rise in mental health issues. Female employees, for instance, are 25% more likely to report experiencing stress, anxiety, or depression related to their work. This appears to be significantly influenced by the dual pressures of fulfilling work obligations alongside family and caregiving duties, a phenomenon often referred to as the “double shift.”
Age also plays a critical role, with individuals in the 25-34 age bracket experiencing the highest levels of work-related mental health challenges. Frequent stressors for this group include high workloads, financial pressures, and concerns about career advancement. Meanwhile, those aged 35-44 often grapple with the stress of balancing senior job responsibilities and familial duties. Younger workers, specifically those aged 18-24, are reportedly more likely to take days off due to mental health struggles, which they frequently link to anxiety about job performance and feelings of burnout.
The research also highlights that both frontline and senior management positions are particularly susceptible to mental health issues. These roles typically involve significant emotional labour, heavy workloads, and a lack of control over job demands, which can exacerbate stress levels.
Scarr-Hall reiterated the interconnectedness of occupational safety and staff retention, stating, “Occupational safety and staff retention are two sides of the same coin.” He urged employers to integrate mental health risk management into all employee-related policies. This includes auditing job designs, equipping managers with the skills to address safety risks effectively, and ensuring that employee retention strategies revolve around the fundamental principle of safeguarding employees’ well-being.
Addressing mental health in the workplace not only supports employee welfare but also contributes to improved retention rates, reducing both financial and emotional strain on organisations. Scarr-Hall concluded that effective mental health strategies not only lead to happier and healthier employees but also yield long-term benefits for businesses looking to retain their workforce.
On a broader scale, the implications of these findings extend beyond individual workplace dynamics, reflecting a growing recognition of mental health as a critical factor in overall organisational success. As businesses navigate the challenges of a changing workforce landscape, prioritising employee mental health may prove essential for fostering resilience and productivity within teams. The urgency for action in this arena has never been clearer, as both employees and employers seek to navigate the complexities of modern work-life balance.
Our Thoughts
To address the rising concerns of work-related stress, anxiety, and depression, employers should proactively implement measures to comply with the Health and Safety at Work Act 1974, which mandates ensuring the health, safety, and welfare of employees. A thorough risk assessment should be conducted to identify stressors and develop strategies to mitigate them, such as workload management, flexible working options, and enhanced support services.
Training for managers on recognizing and managing mental health issues is also critical, aligning with the Management of Health and Safety at Work Regulations 1999. Ensuring open communication and fostering a supportive work environment can reduce stigma and encourage employees to seek help early.
Moreover, adherence to the Equality Act 2010 is vital to protect vulnerable groups, particularly women and younger workers, from disproportionate stress levels. Incorporating mental health considerations into all aspects of workplace culture can lead to greater employee retention and overall well-being.
In summary, a preventative approach focused on risk management, training, and supportive policies could significantly reduce the incidence of work-related mental health issues and enhance workplace safety.
