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Companies Express Worry Over Employee Stress Rates

Investigate the influence of job-related stress on employees from different age groups and delve into its increasing importance in the professional environment.

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Businesses Express Anxiety Over Workers' Stress Loads, According to GRiD Study
Businesses Express Anxiety Over Workers' Stress Loads, According to GRiD Study

Companies Express Worry Over Employee Stress Rates

A recent study by GRiD has shed light on the evolving health and wellbeing concerns of different generations in the workplace. The research, which surveyed 500 HR decision-makers and 1,250 employees, offers valuable insights into the changing landscape of employee wellbeing.

Shifting Concerns in 2025

In 2025, the top health and wellbeing concerns for three generations - Baby Boomers, Gen X, and Gen Z - centre around work-related stress and anxiety. This is a shift from 2024, where these pressures were more pronounced for Millennials (Gen Y).

  • Baby Boomers: 34% of employers cited work-related stress and anxiety as the main concern, a decrease from 40% in 2024.
  • Gen X: Similarly, the concern dropped from 40% in 2024 to 36% in 2025.
  • Gen Z: The most notable change is seen in Gen Z, where the concern remained consistent at 38%, down from 39% in 2024.

Millennials' Unique Concerns

Millennials, however, present a unique case. While work-related stress and anxiety is a concern, it ranks lower than stress related to home life (43%) and finances (42%). Employers believe that stress related to home life is the biggest health and wellbeing issue for Millennials.

Despite the shift in concerns, the overall levels of work-related stress and anxiety have decreased slightly across all generations in 2025 compared to 2024.

| Generation | 2024 Work-Related Stress Level (%) | 2025 Work-Related Stress Level (%) | |--------------|-----------------------------------|-----------------------------------| | Baby Boomers | 40 | 34 | | Gen X | 40 | 36 | | Millennials | 44 (work stress) | 38 (work stress), 43 (home stress)| | Gen Z | 39 | 38 |

Employer Support and Benefits

Employers are advised to maintain consistent wellbeing support, as employees often face multiple overlapping concerns. A core offering of benefits that addresses the needs of most employees most of the time is recommended.

Group risk benefits, including employer-sponsored life assurance, income protection, and critical illness cover, play a key role in helping employers support staff across various aspects of wellbeing.

GRiD's Recommendations

GRiD recommends that some employee benefits can be tailored for specific groups, but a core offering should be maintained. The research highlights the importance of addressing physical, mental, financial, and social wellbeing for employees.

Employers should remain consistent in providing support for all staff, regardless of their age or generation. They should also consider their approach to supporting staff annually, taking into account changing external factors.

[1]: GRiD (2025). 2025 Workplace Wellbeing Report. [Online]. Available: https://www.grouprisk.org.uk/resources/reports/workplace-wellbeing-report-2025/ [2]: GRiD (2025). Supporting Employees through Changing Times: A Guide for Employers. [Online]. Available: https://www.grouprisk.org.uk/resources/guides/supporting-employees-through-changing-times/ [3]: GRiD (2025). Financial Wellbeing in the Workplace: A Guide for Employers. [Online]. Available: https://www.grouprisk.org.uk/resources/guides/financial-wellbeing-in-the-workplace/

  1. To cater to the evolving health and wellbeing concerns of employees, it is crucial for employers to adhere to regulations that promote workplace-wellness and mental-health, as outlined in the 2025 Workplace Wellbeing Report by GRiD.
  2. As mental health issues such as work-related stress and anxiety become more prevalent, it is vital for organizations to ensure compliance with science-backed methods for improving employee wellbeing and reducing these concerns.
  3. To ensure a comfortable and productive working environment, employers should consider providing benefits tailored to address the unique concerns of each generation, while maintaining a core offering that addresses the needs of most employees, such as group risk benefits like employer-sponsored life assurance, income protection, and critical illness cover.
  4. In order to effectively address the health and wellbeing needs of employees, employers are advised to review and update their wellbeing benefits and support systems annually, considering the changing landscape of employee wellbeing and the unique concerns of each generation. (GRiD, 2025)

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