Recent research shows that nearly four in ten young adults (18–24) in the UK have taken time off due to burnout, and 91% of employees report feeling stressed over the past year. These figures highlight a growing need for employers to act, not just react, when it comes to employee wellbeing.

Why Young Workers Are Most at Risk

The data shows younger workers are particularly vulnerable. Factors such as workplace isolation, fear of redundancy, and increasing workloads are driving stress and burnout. Outside of work, financial worries and disrupted sleep patterns are also significant contributors.

Many who have taken stress-related leave report receiving little or no support when returning, and often find workplace mental health initiatives are little more than a “tick-box exercise.” This lack of structured support can make recovery and reintegration difficult, creating a cycle of stress that impacts both employees and the wider organisation.

Taking Action

Ruth Wilkinson from the Institution of Occupational Safety and Health (IOSH) emphasises that stress should be treated like any other workplace hazard. Employers can take meaningful action by:

Embedding psychosocial risk management into overall health and safety strategies
Training managers to recognise early warning signs of stress
Promoting open communication and psychological safety
Providing structured support for employees returning from burnout-related leave

By proactively addressing burnout, organisations can not only protect staff wellbeing but also maintain productivity, reduce absenteeism, and foster a healthier workplace culture.

Burnout is a warning signal that should not be ignored. Investing in employee mental health isn’t just good ethics, it’s good business.

Read the Burnout Report 2026

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