Data reveals that workplace stress levels have increased by 13% in just one year

Only 1 in 10 UK employees with mental health conditions are seeking support from their line manager in the past year, a workplace stress statistics survey by Champion Health has revealed

Recent findings indicate a significant rise of 13% in workplace stress levels categorised as ‘moderate to high’ among employees globally within just one year. This surge implies that over 75% of employees are now experiencing workplace stress.

Intriguingly, recent data also reveals a record number of individuals on extended sick leave, predominantly due to mental health issues, particularly affecting young people. Fiona Robinson, HR Manager at Virtual College by Netex, expressed deep concern, viewing these figures as the start of a substantial decline in employee well-being following the pandemic.

Robinson emphasised the need for employers and HR advisors to take this data as a warning and promptly prioritise the mental well-being of their workforce.

However, despite the overall increase in workplace stress and mental health conditions, UK employees face difficulties discussing their mental health concerns at work. Data from Aviva highlights that only one in ten UK employees with mental health conditions sought support from their line manager in the past year. Furthermore, a mere 14% expressed willingness to discuss their mental well-being with colleagues, and a mere five per cent with HR or well-being officials.

To address this issue, Robinson shared valuable tips on how employers can establish an open environment for comfortable discussions about mental well-being and support their team members’ mental health while reducing workplace stress:

1. Increase opportunities for open discussions on mental health: Addressing poor mental health necessitates creating more opportunities for employees to openly discuss their problems and stresses in the workplace.
2. Allocate dedicated mental health time with HR advisors: HR professionals can set aside specific hours each week to be available for discussions on mental health with employees.
3. Appoint mental health first aiders: Designate trained individuals as mental health first aiders who can listen to and communicate with employees, aiding in the identification of mental health issues.
4. Establish a peer support network: Alongside providing avenues to speak with HR professionals, improving peer networks within the company is crucial for fostering open communication among colleagues.
5. Invest in and encourage well-being tools: Prioritising employees’ mental and physical well-being during working hours can yield significant benefits, such as stress reduction, increased productivity, and improved symptoms of anxiety and depression.
6. Actively monitor employee well-being: Before implementing techniques and resources to support employee well-being, it is important to understand the extent to which stress and mental health issues affect the workforce.
7. Seek expert advice: Exploring external avenues for mental health support ensures access to the most up-to-date insights and expert guidance from professionals well-versed in well-being.

By implementing these strategies, employers can create a supportive environment that encourages open dialogue about mental well-being, provides necessary resources, and helps alleviate workplace stress and mental health challenges.

You can download the full report here.