The growing youth mental health crisis is not only a public health concern but also a significant issue for employers. A new report highlights that UK employers lose an estimated £24 billion each year in lost productivity due to mental health challenges among young people, with £1 trillion in lost earnings projected over their lifetime. This escalating crisis is now prompting calls for immediate action from both policymakers and businesses.
Leading mental health organizations, including the Centre for Mental Health, YoungMinds, and the Children and Young People’s Mental Health Coalition, have released these alarming figures. They emphasize that mental health conditions, particularly among younger employees, have become a leading cause of long-term absence from work, especially for individuals aged 16-34.
The Growing Workforce Impact
The crisis not only affects young employees directly but also the parents of young people struggling with mental health issues. With more young adults facing mental health challenges, the workforce is dealing with both present and future difficulties. HR professionals must be prepared for a future workforce that has experienced, or will experience, mental health struggles—whether personally or through family members.
This multi-dimensional challenge requires HR departments to address the current needs of employees with mental health issues, while also preparing for the wider demographic shift in the workforce.
The Causes of the Mental Health Surge
While increased awareness and reduced stigma around mental health may explain why more young people are seeking help, the rise in mental health challenges is not merely the result of over-medicalization. Conditions like anxiety, depression, and trauma are real and complex issues affecting one in five young people today.
The pressures placed on this generation are enormous. Social media, AI-generated imagery, and the pressure to present perfect lifestyles have contributed to heightened levels of anxiety. Additionally, the instability caused by economic uncertainty, workplace shifts (such as the hybrid working model), and the legacy of social isolation during the pandemic are creating an increasingly challenging environment for young employees.
The Changing Workplace Landscape
Employers must adapt to a workforce that has different needs from previous generations. HR departments need to consider the impact of mental health on both current employees and the upcoming generations. This shift calls for a complete rethinking of workplace culture and support systems.
While challenges such as stress, burnout, and poor work-life balance will likely become more common, these changes also offer opportunities to create a more inclusive and supportive environment. This shift could lead to improved employee engagement, better retention, and greater productivity in the long run.
How HR Can Address the Youth Mental Health Crisis
Every organization, regardless of size, has a role to play in supporting young employees facing mental health challenges. The issue is not just an ethical one but a business necessity. Investing in mental health resources, flexible working arrangements, and mentoring programs is crucial to retaining talent and minimizing absenteeism.
To create an environment where young employees feel supported, employers should prioritize mental health and wellbeing initiatives. This includes fostering open communication about mental health, ensuring access to support services, and developing a culture of psychological safety.
Guidance for Smaller Businesses
For smaller businesses with limited resources, simple initiatives like mental health awareness training, building peer-support networks, or collaborating with external mental health services can have a significant impact. These measures not only improve employee wellbeing but also contribute to a more resilient, engaged, and productive workforce.
Proactive Measures for Mental Health Support
Prevention should be a key focus for HR departments. Proactively addressing mental health challenges can minimize long-term issues and improve overall productivity. Some effective measures include:
- Offering mental health training for managers.
- Providing flexible working arrangements and wellness days.
- Establishing peer-support networks within teams.
HR departments should also work to normalize open conversations about mental health. Creating a culture where discussing mental health is accepted helps reduce stigma and encourages employees to seek support when needed.
Prioritize Employee Assistance Programs (EAPs)
Another essential element is providing employees with access to comprehensive support services, such as Employee Assistance Programs (EAPs), crisis intervention, and counseling. Regular feedback from employees can help HR tailor these services to meet the specific needs of younger workers, many of whom may also be carers for family members facing mental health issues.
Work-Life Balance and ‘Switching Off’
In today’s always-connected world, HR can help young employees maintain a healthier work-life balance by encouraging them to disconnect outside of working hours. A company-wide policy that encourages employees to ‘switch off’ can help reduce burnout and create a more sustainable work culture.
A Societal Issue
The youth mental health crisis is not only an employer issue—it’s a societal challenge. Research consistently shows that early intervention can significantly reduce the severity of mental health conditions. In fact, every £1 invested in early intervention could save the public sector up to £15 in future costs, including healthcare, welfare, and lost productivity.
Addressing the crisis requires a societal response, including expanding access to mental health services in schools and integrating mental health professionals into educational settings. This approach could prevent more serious issues from developing in adulthood, reducing long-term dependence on disability benefits.
A Call for Integrated Care Models
The transition from child to adult mental health services can often leave gaps in care. The UK government needs to invest in community-based services that support individuals as they move into adulthood. Integrated care models—combining mental health support with social services and employment assistance—have proven effective in reducing dependency on incapacity benefits.
Conclusion: Redefining Workplace Norms
Employers can no longer ignore the impact of mental health on their workforce, particularly among younger employees. By fostering a supportive and inclusive work environment, businesses can help address the mental health challenges faced by the younger generation while also preparing for the future workforce.
This crisis presents an opportunity to redefine workplace norms, ensuring that mental health and wellbeing are prioritized not just for young employees, but for all workers. The time to act is now.
