Workplace Stress in Young People: What Employers Can Do
For many young employees, entering the workplace is both exciting and overwhelming. Rising costs of living, job insecurity and workplace expectations are creating unprecedented levels of stress among early-career professionals.
Rates of anxiety, burnout and mental strain continue to climb in the workplace, especially among early-career professionals. Mental Health UK’s Burnout Report, a survey of 4,418 UK adults conducted by YouGov, found that one in three (34%) adults experience high or extreme levels of pressure. Perhaps most worrying of all, the survey indicates a growing generational divide in experiences of stress and poor mental health in the workplace, revealing that 18-24 year-olds are most likely to be absent due to poor mental health caused by stress.
According to the Health and Safety Executive (HSE), work-related stress, depression and anxiety account for a significant proportion of all work-related ill health cases in the UK.
Meanwhile, research from the Chartered Institute of Personnel and Development (CIPD) shows that younger employees are more likely to report poor mental wellbeing, often linked to job insecurity, workload pressures and lack of managerial support.
This cohort were also most likely to experience high stress caused by issues such as being expected to work unpaid overtime (reported by 48%), working additional hours to compensate for the increased cost of living (46%), and feeling isolated in their workplace (44%). Meanwhile, workers aged 25-34 were most likely to report high levels of stress due to increased workload (56%) or fears of job security (45%).
These statistics point to a growing divide in generational workplace wellbeing, which responsible employers are keen to close. In this guide, we’ll explore practical, empathetic strategies to support young employees dealing with stress in the workplace, the role of Occupational Health services, and how targeted training and consultation can foster a healthier, more resilient workforce.
Understanding stress in the workplace for young people
Young employees - often in their first or second role - face a unique set of pressures. Many are adjusting to professional environments for the first time: navigating workplace dynamics, managing financial independence and building a career - all while often dealing with high student debt and rising living costs.
Myth vs reality
Younger employees are sometimes perceived as less resilient, but in reality they are navigating rising living costs, job insecurity and constant digital connectivity - all of which contribute to increased stress levels.
It also appears that these younger generations are less able to enjoy a work-life balance, with just a third (33%) of 18-24 year-olds reporting that they could switch off from work when they needed to, compared with 46% of those aged 55+.
These pressures often lead to chronic stress, which affects not only their wellbeing and mental health, but also their performance, engagement and retention. The impact of this stress is not just personal but organisational. The HSE reports that stress-related absences contribute significantly to lost working days each year in the UK, affecting productivity, team morale and long-term employee retention. Left unaddressed, workplace stress can result in higher absenteeism, reduced productivity and even long-term health issues.
Common stressors for young employees include:
Heavy workloads and unrealistic deadlines
Lack of clarity in role expectations
Limited feedback or support from managers
Isolation in remote or hybrid roles
Imposter syndrome and fear of failure
Recognising these challenges is the first step toward creating a supportive environment.
Early signs of stress in young employees
Watch for subtle changes such as withdrawal from team interactions, missed deadlines, reduced engagement, or increased sickness absence. Early recognition allows for timely support and prevents escalation.
How employers can actively support young employees
Providing mental health support to young employees can lead to increased loyalty and stronger performance across teams. There are several meaningful actions employers can take to support young employees in the workplace.
Open dialogue and psychological safety
Create a culture where mental health can be discussed openly without stigma. Train managers to recognise signs of stress and have supportive conversations. Normalise check-ins that go beyond task-based updates to include wellbeing.
Tip for employers
Regular 1:1 check-ins with younger employees can significantly reduce feelings of isolation and improve engagement. Even brief, informal conversations can help identify issues early.
Flexible and realistic work design
Review workloads and deadlines. Are they achievable? Encourage flexible hours or remote working where possible. Clarity in goals and regular feedback can significantly reduce anxiety.
Manager tip
If deadlines are frequently missed or workloads feel overwhelming, it may indicate a deeper issue with role clarity or resource allocation - not employee capability.
Professional development and mentoring
Pair younger employees with mentors. This provides guidance, builds confidence and reduces feelings of isolation. Training programmes focused on resilience and time management can also equip them with lifelong coping skills.
The role of Occupational Health in stress management
UK guidance increasingly emphasises early intervention, with both the HSE and CIPD highlighting the importance of proactive mental health support. This includes access to Occupational Health services, as a key strategy in preventing long-term absence and supporting employee wellbeing.
High-demand industries such as rail, construction, manufacturing, utilities or transport often expose young employees to safety pressures, shift work and high workloads - making proactive mental health support essential. A combined approach of Occupational Health support via accessible EAP programmes, or Occupational health referrals can help young employees navigate these pressures more effectively.
Managers can strengthen support for younger employees by actively promoting Employee Assistance Programmes (EAPs), ensuring staff know these confidential counselling and advice services are available and easy to access without fear of judgement.
Occupational health referrals can also support younger employees when health concerns begin affecting their work by providing a confidential assessment by a qualified professional. This process can deliver personalised support plans such as adjusted duties, phased returns, guidance for managers on how to respond appropriately, and objective insight into workplace or role‑related factors that may be contributing to stress.
FAQs: Young employees and workplace stress
How common is workplace stress among young employees in the UK?
Very common. According to the Health and Safety Executive (HSE), stress, depression and anxiety remain among the leading causes of work-related ill health in the UK. Younger employees, particularly Gen Z and early-career professionals, consistently report higher stress levels than older colleagues.
Are Employee Assistance Programmes effective for stress?
When properly promoted and accessible, EAPs provide immediate, confidential support that can prevent issues from escalating.
Are some industries harder on young workers’ mental health?
High-pressure sectors like utilities and energy, the rail industry, and healthcare can pose greater mental health challenges - which is why tailored Occupational Health support is essential.
Conclusion
Providing the support, training and leadership young employees need to balance workloads and prevent stress is the pathway to increased wellbeing and future performance.
At Express Medicals, we can deliver tailored, practical support that aligns with the demands of your sector. If you’re looking to strengthen support for the young people in your organisation, whether through Occupational Health referrals, manager training or wellbeing strategies - contact us today.
Sources:
Mental Health UK - Burnout Report: https://mentalhealth-uk.org/burnout/
Health and Safety Executive (HSE) - Work-related stress statistics: https://www.hse.gov.uk/statistics/causdis/stress.pdf
CIPD - Good Work Index: https://www.cipd.org/uk/knowledge/reports/goodwork/
