As workplaces strive to adapt to the needs of a diverse workforce, a concerning trend has emerged: younger employees, particularly those in Gen Z, are taking more time off due to stress and mental health challenges. A recent report by Mental Health UK underscores the growing divide between organisational cultures and the expectations of these younger workers. The findings raise a pressing question for employers: Are workplace mental wellbeing programmes keeping pace with the needs of today’s workforce?
A Growing Crisis: Why Are Young Workers Struggling?
The numbers paint a sobering picture. Nearly one in three workers aged 18 to 24 took time off for stress in the past year, significantly higher than their older counterparts. This trend isn’t just a personal challenge for those affected; it signals a systemic issue that employers must address.
Key stressors for young employees include:
- Unpaid Overtime and Cost of Living Pressures: Nearly half of young workers reported stress from working unpaid overtime or taking on additional hours to make ends meet.
- High Workloads and Job Security Fears: For those slightly older, aged 25 to 34, the primary stressors were high workloads and concerns over job security.
Adding to the challenge, many young workers feel uncomfortable discussing these pressures with their line managers, with just over half of 18 to 24-year-olds saying they would open up about stress at work. This reluctance highlights a “breakdown in trust” between younger employees and their employers, as described by Brian Dow, Chief Executive of Mental Health UK.
The Cultural Mismatch: A Call for Change
Generational shifts in workplace expectations are at the heart of this issue. Younger employees value flexibility, transparency, and genuine support for mental health. Yet, many organisations still offer outdated approaches to employee wellbeing that fail to meet these evolving needs.
This cultural misalignment can lead to:
- Burnout and Disengagement: Young workers who feel unsupported may disengage or seek employment elsewhere, further compounding the strain on businesses.
- Erosion of Trust: A lack of open dialogue around mental health creates barriers, leaving employees feeling isolated and unsupported.
Raising the Bar: How Employers Can Support Mental Wellbeing
To bridge the gap between organisational culture and the needs of Gen Z workers, employers must prioritise modern, inclusive approaches to mental health. Here are some practical steps:
- Redesign Mental Health Support Programmes: Move beyond token gestures and implement comprehensive wellbeing initiatives that address the root causes of stress. Collaborate with employees to tailor these programmes to their needs.
- Foster Open Conversations: Create a culture where discussing mental health is not just accepted but encouraged. Train managers to recognise signs of stress and provide compassionate support.
- Prioritise Flexibility and Fair Work Practices: Ensure workloads are manageable and promote work-life balance. Review policies around overtime and fair compensation to alleviate financial pressures.
- Invest in Education and Resources: Equip teams with the tools and knowledge to manage stress effectively, from mindfulness training to access to counselling services.
Why Acting Now Matters
The cost of inaction is too high. As stress-related absences among young workers rise, businesses face increased turnover, reduced productivity, and the loss of valuable talent. More importantly, failing to address this issue undermines the trust and loyalty of an entire generation of workers.
By adopting a proactive approach to mental wellbeing, organisations can not only support their employees but also build a workplace culture that attracts and retains top talent. This is not just about meeting the needs of Gen Z; it’s about creating a resilient, forward-thinking organisation prepared for the challenges of the future.
A Shared Responsibility
Addressing the mental health challenges of younger workers requires a collective effort. Employers, managers, and employees must work together to foster an environment of trust, openness, and genuine care. Let’s break the cycle of stress and burnout and build workplaces where everyone can thrive—starting today.
Academy of Life Planning 