The Mental Health Crisis Facing Young Workers in 2025
Young workers are sending a clear message in 2025: mental health matters, and the workplace isn’t doing enough to keep up.
New findings across multiple studies highlight how younger employees, especially those early in their careers, are both the most vocal about mental health support and the most affected when it’s lacking.
• 28% of 18–24-year-olds have taken time off work due to burnout or NHS-related delays (Mental Health UK, Burnout Report 2024).• Only 56% of young workers feel comfortable talking to their managers about stress, down from 75% just a year ago.
• Between 63% and 79% of UK employees, particularly those early in their careers, report moderate to high stress or burnout symptoms (MHFA England, 2024).
This presents a critical challenge for employers: how to meet the expectations of younger generations without overburdening overstretched HR teams or line managers.
The Cost of Inaction
Adding urgency to this issue, the latest data from the Global Employee Benefits Study (GEBS 2025): UK Snapshot reveals that employer investment in mental health support is projected to decline from 65% today to just 45% by 2026. This downward trend puts younger workers at particular risk of falling through the cracks.
This isn’t entitlement, it’s a fundamental shift in priorities driven by a generation that’s redefining what work means. Gen Z workers, now making up a growing portion of the workforce, approach employment with a clear focus on wellbeing, purpose, and authenticity.
According to a 2024 report, 87% of Gen Z workers would consider leaving their current job if an employer's values didn't align with their own. This statistic highlights the importance Gen Z places on ethical practices and company culture.
Additionally, a 2024 Talent Trends report indicates that 70% of Gen Z employees consider mental health support a key factor when choosing an employer. This underscores their commitment to workplaces that actively support mental well-being.
And 72% of Gen Z workers have either left or considered leaving a job because their employer didn't offer flexible work options. This demonstrates their preference for work-life balance and adaptability.
Employers who take these needs seriously by implementing genuine mental health policies, embracing people-first management styles, and providing accessible, stigma-free support, will not only retain talent but win the trust and commitment of a generation that values openness, authenticity, and meaningful connection.
Failing to meet these expectations risks disengagement, higher turnover, and reputational damage in an era where transparency is expected and social media amplifies employee voices.
Mental health support doesn’t need to be expensive or complex. Start with:
• Line manager training on stress, burnout, and early intervention
• Clear pathways to support (such as subsidised mental health support, gym memberships, or digital wellbeing tools)
• A culture that models boundaries, respects personal time
Younger employees are the future of your workforce, and they’re telling you what they need. Are you listening?
