Workplace Mental Health: A Growing Concern Across UK and Ireland

Recent statistics from both the UK and Ireland paint a concerning picture of the state of mental health and wellbeing in the workplace. Employers are facing increasing pressure to address work-related stress, depression, and anxiety, with regulatory bodies emphasising the legal and ethical imperative to safeguard employees' psychological health.

The UK Landscape: Alarming Statistics and Economic Impact

The Health and Safety Executive (HSE) in the UK has reported a significant uptick in work-related mental health issues. In 2024/25, an estimated 1.9 million workers suffered from work-related ill health. Mental health conditions remain the primary driver, with 964,000 workers reporting stress, depression, or anxiety caused or made worse by work in 2024/25. This figure represents a 24% increase from the previous year and is more than double the rate recorded when the HSE began collecting this data in 2001/02.

The economic impact of this crisis is substantial. Mental ill health now accounts for 52% of all work-related ill health, making it the single largest cause of work-related absence. A staggering 22.1 million working days were lost in 2024/25 due to work-related stress, depression, or anxiety. The total cost of work-related mental health issues to the UK economy is estimated at £57.4 billion per year, according to MHFA England, with Deloitte's 2024 figures putting the cost to UK employers at £51 billion annually.

Notably, female workers are disproportionately affected, being 25% more likely to report that their job impacts their mental health. In 2024/25, there were 3,220 cases of mental ill health per 100,000 female workers, compared to 2,580 per 100,000 for male workers. This disparity is particularly pronounced in age groups where women often juggle significant family responsibilities.

The HSE stresses that work-related stress should be treated as any other workplace hazard, requiring risk assessment and control measures under the Management of Health and Safety at Work Regulations 1999.

Ireland's Evolving Regulatory Landscape and Psychosocial Risks

In Ireland, the Health and Safety Authority (HSA) has significantly elevated the importance of psychological wellbeing in the workplace. As of 2026, Psychosocial Risk Assessment is a non-negotiable inspection area, carrying the same legal weight as traditional physical safety hazards. Employers are now expected to include the psychological health of their workforce in their Safety Statements, with a failure to do so constituting a major non-conformance.

Psychosocial hazards, defined as factors in the design or management of work that can harm a person's psychological wellbeing, include issues such as bullying, conflicting demands, lack of control, poor communication, job insecurity, and remote working. The HSA's focus areas for inspection include workload and pace, control and autonomy, support systems, relationships and bullying, and third-party violence.

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Research indicates a worrying trend in Ireland. An ESRI study funded by the HSA found that job stress among employees more than doubled from 8% in 2010 to 17% in 2015. More recently, the HSA reported that over 60% of Irish workers experience higher stress levels compared to pre-pandemic times, largely due to hybrid working challenges, economic uncertainty, isolation, and heavier workloads. The Mind Health Report 2025 revealed that Ireland has the lowest average Mind Health score among nine EU countries surveyed, with 48% of the population reporting they are struggling or languishing.

Irish employers have a legal duty of care under the Safety, Health and Welfare at Work Act 2005 to protect employees from both physical and psychosocial risks. This includes managing stress and providing a safe working environment.

Strategies for a Mentally Healthy Workplace

Both UK and Irish regulatory bodies and mental health organisations advocate for proactive and comprehensive strategies to support employee mental health. Key recommendations include:

  • Risk Assessments: Employers must conduct thorough risk assessments to identify and mitigate psychosocial hazards.
  • Clear Policies and Procedures: Developing clear mental health policies and ensuring they are communicated to all employees.
  • Manager Training: Equipping managers to recognise signs of mental health difficulties, engage in supportive dialogue, and signpost resources.
  • Employee Assistance Programmes (EAPs): Providing confidential counselling and support services.
  • Promoting a Supportive Culture: Fostering open communication, reducing stigma, and encouraging employees to discuss mental health without fear of judgment.
  • Flexible Working Arrangements: Offering options like remote work or flexible hours to help employees manage work-life balance and reduce stress.
  • Early Intervention: Addressing mental health concerns early to prevent escalation, through regular check-ins and access to occupational health referrals.
  • Wellbeing Programmes: Implementing initiatives such as stress management workshops, resilience training, and activities that promote physical health.

The message from regulatory bodies and mental health experts is clear: prioritising workplace mental health is not just a moral obligation but a legal requirement and a sound business decision. Employers who invest in wellbeing initiatives see benefits such as reduced sick leave, improved productivity, and better talent retention. For every £1 invested in workplace mental health, UK employers see an average return of £4.70.

Organisations like Shine in Ireland offer structured programmes to help workplaces embed mental health awareness and support, aiming to reduce stigma and build psychological safety. Similarly, UK initiatives like the Mindful Business Charter encourage organisations to prioritise mental wellbeing.

To navigate these complex and evolving requirements, businesses can seek expert guidance and training. Abertay Training (https://www.abertaytraining.co.uk) offers comprehensive health and safety courses, including those focused on mental health and wellbeing in the workplace, helping organisations to meet their statutory obligations and foster a healthier work environment.