Workplace Mental Health: A Growing Concern Across the UK and Ireland
Work-related mental health continues to be a significant and escalating challenge across workplaces in both the UK and Ireland. Recent statistics highlight a worrying trend, with regulatory bodies and industry experts urging employers to enhance their focus on employee wellbeing. The impact extends beyond individual suffering, contributing to substantial economic losses through absenteeism and reduced productivity.
Stark Statistics from the UK
The latest figures from the Health and Safety Executive (HSE) for 2024/25 paint a stark picture for Great Britain. An estimated 964,000 workers experienced work-related stress, depression, or anxiety during this period. This represents a concerning 24% increase in work-related mental health cases over the last 12 months, up from 776,000 in the previous year. Of these, 409,000 people reported a new case within the last year, indicating that nearly half a million workers reached a point where mental strain became a recognised and reportable health concern.
The economic repercussions are substantial, with the HSE estimating that 22.1 million working days were lost in 2024/25 due to work-related mental health issues. This equates to an average of 22.9 days lost per case, or more than four weeks of an employee's working year. This figure contributes to an estimated annual cost to UK employers of around £51 billion, stemming from absenteeism, presenteeism, and staff turnover.
Long-term trends reveal that rates of self-reported work-related stress, depression, and anxiety were already increasing before the COVID-19 pandemic, and the most recent three years of data remain above the pre-pandemic baseline of 2018/19. This indicates a persistent and elevated level of mental health pressure within the workforce. The public administration and defence sector, human health and social work, and education sectors reported higher-than-average rates of these conditions. Workload pressures, including tight deadlines and excessive responsibility, were cited as the most common factors contributing to work-related mental health issues.
Ireland's Focus on Psychological Safety and Legal Duties
In Ireland, workplace mental health is unequivocally recognised as a core legal duty for employers. The Health and Safety Authority (HSA) has placed mental health and psychosocial risk at the centre of its 2025–2027 strategy, emphasizing that burnout, work-related stress, and harassment are increasingly considered occupational hazards. Employers are legally required to manage work-related mental health risks through the same health and safety processes used for physical risks, as outlined in the Safety, Health and Welfare at Work Act 2005.
The Employment Equality Acts 1998–2015 further protect employees from discrimination based on nine grounds, including disability, under which mental health difficulties are included. This means employers must provide reasonable accommodations for employees with mental health conditions to ensure equal opportunities. These accommodations can include flexible working hours, access to private space for rest, or practical changes to the workspace.
While awareness of mental health has increased in Ireland, a significant gap remains between intent and action. Research indicates that 76% of employers acknowledge their responsibilities for employee mental health, yet only one in five have a dedicated mental health budget, and just one-third have a formal wellbeing strategy. This gap can lead to increased legal exposure, reputational risk, and strain on retention and performance. The HSA's Work Positive assessment tool is available to help organisations identify potential risks and implement control measures in consultation with their workforce.
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Evolving Regulatory Landscape and Employer Responsibilities
Both UK and Irish regulatory bodies have been updating their guidance to reflect the growing importance of mental health. In January 2024, the UK's HSE amended its 'First aid at work: Guidance on regulations (L74)' to explicitly emphasise employers' responsibilities for considering employees' mental health in their first-aid needs assessments. While there is no current legal requirement in the UK to appoint a dedicated Mental Health First Aider, the HSE recommends that mental health be considered as part of the first aid needs assessment. Employers should consider training individuals to identify and understand mental ill-health symptoms and to support those experiencing a mental health issue.
In the UK, employers have a legal duty of care under the Health and Safety at Work Act 1974 and the Management of Health and Safety at Work Regulations 1999 to protect employees from harm, including psychological harm and work-related stress. This includes carrying out risk assessments for mental health hazards and making reasonable adjustments for employees whose mental health conditions meet the Equality Act 2010's definition of disability.
The upcoming Mental Health Act 2025 in the UK is set to introduce significant changes to how people are assessed and treated during a mental health crisis, placing greater responsibilities on employers to act quickly and support individuals. This will mean more people being supported in the community while employed, and a shorter window for employers to prepare for time off and reintegration.
The CIPD's 2025 Health and Wellbeing at Work report highlights that while more organisations are adopting a strategic approach to wellbeing, average absence levels have increased to 9.4 days per employee per year, with mental ill health being the top cause of long-term absence. Heavy workloads and poor management styles are frequently cited as drivers of stress.
To navigate this evolving landscape and ensure compliance, employers in both the UK and Ireland must prioritise comprehensive strategies for mental health and wellbeing. This includes robust risk assessments, proactive support mechanisms, and ongoing training for all staff. For further information and support in developing effective health and safety training programs, including mental health awareness, businesses can refer to resources such as Abertay Training at https://www.abertaytraining.co.uk.