Workplace Mental Health: A Growing Concern Across the UK and Ireland

Recent data from both the UK and Ireland paints a concerning picture regarding the state of mental health and wellbeing in the workplace. Stress, depression, and anxiety are increasingly cited as significant issues, impacting employee health, productivity, and the economy. Regulatory bodies and professional organisations are urging employers to adopt more proactive and strategic approaches to mental health management.

Alarming Statistics from the UK

The Health and Safety Executive (HSE) in the UK released annual statistics in November 2025, revealing a substantial increase in work-related mental health cases. Almost one million workers (964,000) across Great Britain suffered from a new or existing mental health issue in 2024/25, marking a 24% increase from the previous year (776,000). This figure represents a record high and is significantly above pre-pandemic levels.

Work-related stress, depression, or anxiety now accounts for 52% of all work-related ill health in Great Britain. These conditions led to an estimated 22.1 million working days lost over the last year, equating to an average of 22.9 days lost per case – more than four weeks of an employee's working year. The total cost of workplace injuries and new cases of work-related ill health in 2023/24 was estimated at £22.9 billion.

The most common factors cited by employees for work-related mental health issues include workload pressures, such as tight deadlines and excessive responsibility. Sectors particularly affected include public administration and defence, human health and social work, and education.

The Chartered Institute of Personnel and Development (CIPD) 'Health and Well-being at Work Report 2025' further underscores these trends. Mental ill health is identified as the second leading cause of short-term absence (29%) and the primary cause of long-term absence (41%). The report, based on a survey of 1,101 HR decision-makers, also highlights that nearly two-thirds (64%) of organisations reported some stress-related absence in the past year, rising to 84% in the public sector.

The Situation in Ireland: Increased Stress and Call for Action

In Ireland, the Health and Safety Authority (HSA) has placed mental health and psychosocial risks at the centre of its 2025–2027 strategy, recognising burnout, work-related stress, and harassment as significant occupational hazards. The HSA emphasises that employers have a strong legal duty to protect staff from all hazards, including those affecting mental health, and must manage these risks through the same health and safety processes used for physical risks.

Research from the Health and Safety Authority (2022) indicates that over 60% of Irish workers report higher stress levels compared to pre-pandemic times. This increase is attributed to factors such as hybrid working challenges, economic uncertainty, isolation, and heavier workloads. An ESRI study, funded by the HSA, previously found that job stress among employees in Ireland more than doubled from 8% in 2010 to 17% in 2015. Emotional demands were identified as the strongest predictor of job stress.

Despite three-quarters of Irish employers recognising their responsibility towards employee mental health, only one-third have implemented organisational responses, and a mere one-fifth have allocated dedicated budgets for mental health initiatives. This gap between intention and action is significant, especially considering that mental health issues cost the Irish economy approximately €11 billion annually, largely due to lost productivity.

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Regulatory Guidance and Employer Responsibilities

Both UK and Irish regulatory bodies provide guidance for employers to address mental health in the workplace. The HSE in the UK encourages employers to approach mental health risk management with the same importance as physical health and safety. Key recommendations include conducting mental health risk assessments, ensuring first aid provision covers mental health support, training designated mental health first aiders, and encouraging open dialogue.

Acas, the Advisory, Conciliation and Arbitration Service, has also published guidance on making reasonable adjustments for mental health conditions at work. This guidance stresses that employers should treat mental health problems with the same seriousness as physical illnesses and work collaboratively with employees to agree on and review adjustments over time. Examples of reasonable adjustments include changes to working hours, roles, and communication styles.

In Ireland, the Safety, Health and Welfare at Work Act 2005 legally obliges employers to protect employees from physical and psychosocial risks, including managing stress and providing a safe working environment. The HSA's focus on psychosocial risks in its strategy reinforces this duty, requiring employers to identify, assess, and manage these risks proactively.

Moving Forward: A Proactive Approach is Essential

The increasing prevalence of mental health issues in the workplace necessitates a strategic and preventative approach from employers. This includes developing comprehensive wellbeing strategies, providing training for managers, and fostering a culture of open communication and support. The CIPD's 2025 report highlights that while mental health remains a key focus for 89% of organisations' wellbeing activities, only 29% train line managers in mental health, despite 73% of those who do reporting increased confidence in managers to have sensitive discussions.

The UK government is also prioritising mental health care with a new strategy aimed at shifting towards prevention and supporting those with mental health conditions to stay in work. Similarly, in Ireland, initiatives like the 'Healthy Workplace' initiative by Healthy Ireland and the See Change six-step workplace pledge aim to reduce stigma and promote open conversations around mental health.

By investing in employee wellbeing, organisations can not only meet their legal and moral obligations but also benefit from increased productivity, reduced absenteeism, and improved employee retention. Ignoring mental health can lead to significant costs, both human and economic.

Abertay Training, a leading provider of health and safety training, offers a range of courses designed to help organisations understand and implement effective mental health and wellbeing strategies in the workplace. More information can be found at https://www.abertaytraining.co.uk.