One in three Gen Z workers take stress-related sickness absence
Recent studies have highlighted a significant rise in stress-related absence from work among Gen Z employees in the UK.
A survey by Mental Health UK revealed that one third of employees aged 18-24 took time off work due to stress in 2024, making them the most affected demographic.
This statistic is further supported by findings from The Workers Union, which also reported that 33% of Gen Z workers took stress-related leave, compared with just 10% of those aged 55 and above.
In fact, employees aged over 55 years old are now 200% less likely to take sickness absence than those aged under 30. Despite that, a recent survey reported that 37% of employers would feel hesitant about hiring someone aged over 55 due to ill health concerns.
What is causing an increase in stress-related absence among Gen Z employees?
The increased stress among younger workers has been linked to several factors, including:
- financial pressures
- workload demands
- poor job security
- fears around redundancy
- difficulties in disconnecting from work
Health Shield’s research indicates that 44% of employees aged 18-24 worry about money on a daily basis, while Mental Health UK’s survey reports that just 33% of Gen Z workers feel like they are able to switch off from work at the end of the day.
Managing stress-related absence from work
Absence from work due to stress remains one of the most common reasons people take time off.
Between 2023 and 2024, on average each worker took 21.1 days of sick leave due to stress, depression or anxiety – higher than general ill health, injuries and musculoskeletal issues.
Clearly, stress is a significant factor in the workplace and is responsible for a large number of absences.
To manage stress-related absence from work, organisations can take to a proactive approach.
That involves looking at your team culture, behaviours and performance reviews – as well as ensuring that people managers are adequately trained and well-equipped to have conversations about mental health, stress, and workload.
Of course, a reactive approach still needs to be place, so that if someone does go on sick leave due to stress, the process for how that is handled is clear to everyone. Following legislation, guidelines, and clear company policies are key in this scenario.
