
For every person affected by work-related stress, loved ones and family members feel the impact, creating a domino effect that reaches far beyond the workplace. With growing pressures in many industries, the mental health challenges for individuals and their families have become more urgent. As we uncover the full extent of this crisis, it’s clear that while awareness of mental health issues has grown, action has been slower to follow.
In my journey to understand the real numbers behind work-related stress, I encountered a range of statistics that reveal the crisis's depth. The latest Labour Force Survey (LFS) from the Health and Safety Executive (HSE) reports that in 2022/23, there were “914,000 cases of work-related stress, depression, or anxiety in Great Britain”—a prevalence rate of “2,790 per 100,000 workers”. This marks a significant increase from previous years and highlights how work-related mental health issues continue to rise.
The Stigma Behind Work-Related Mental Health Struggles
These numbers only scratch the surface, as many employees don’t take time off due to stigma, fear of being seen as weak, risking promotion, or even losing their job altogether. Recent data from the HSE suggests that around “15.4 million working days were lost in 2022/23 due to work-related stress, depression, or anxiety”, an increase from previous years. Meanwhile, findings from Deloitte’s analysis show that with over 33 million people employed in the UK, “about 9 million workers may be struggling with mental health challenges annually”.
Yet, fewer than a million are reporting their condition as work-related, leaving a vast number managing their mental health in silence, which can delay or prevent effective treatment. This culture of silence risks the well-being of the workforce and creates ripple effects throughout families and communities.
The Ripple Effect: Families Impacted by Workplace Stress
When employees suffer from untreated work-related stress, their families often feel the effects deeply. The emotional toll on family members and loved ones—what I call the “gravitational force of depression”—can be devastating. When one family member struggles, anxiety, depression, and mental illness often pull others into the same cycle, creating a ripple effect that leaves a lasting impact.
Behind the 914,000 workers who officially took time off are countless family members, friends, and colleagues affected by their mental health struggles. Many people remain afraid to open up, especially when their stress is connected to work dynamics or even their supervisors. A friend of mine who recently faced increased pressure following company layoffs approached her manager for support, only to receive a dismissive response. She decided never to share her mental health challenges at work again.
A National Crisis: The Numbers Speak Volumes
The impact of mental health-related absences continues to rise in Great Britain, with the HSE estimating “17.2 million working days lost” in 2022/23 due to work-related mental health conditions. Deloitte estimates the true number could be much higher and pegs the economic cost of mental health-related absences at approximately “£56 billion per year” for UK employers, encompassing lost productivity, turnover costs, and other associated expenses.
According to NHS Digital’s most recent survey, at any given time, “one in six adults in England” is likely to experience symptoms of a common mental health problem, such as anxiety or depression. Moreover, rates of mental health issues among young people have also increased, with the latest NHS data reporting that “one in four 17- to 19-year-olds” now experiences probable mental health conditions, up from one in six just a few years ago. This crisis is impacting not only the current workforce but future generations as well.

The Role of Employers: Why Mental Health Investment Matters
Employers have a unique opportunity—and responsibility—to address mental health challenges in the workplace. Studies show that employers who offer mental health support reap significant benefits in employee loyalty, productivity, and morale. Research from the World Health Organization (WHO) highlights that every £1 invested in mental health treatment and support yields a “£5 return” through improved health and productivity, underscoring the economic and human value of proactive support.
The Shaw Mind Foundation, which promotes mental health in the workplace, recommends several simple, low-cost changes businesses can make to support employee well-being:
- “Establish Clear Working Hours”: Limit out-of-hours work and reduce after-hours email access to help employees disconnect and recharge.
- “Support Isolated Workers”: For remote workers, ensure regular check-ins and maintain helpful communication to prevent feelings of isolation.
- “Set Fair Deadlines and Workloads”: Balance workloads fairly across teams to avoid burnout and improve morale.
- “Provide Mental Health Resources”: Offer ongoing support services and train staff in mental health and stress management.
- “Promote Health and Well-being”: Encourage healthy eating, regular exercise, and team-building activities to foster a supportive environment.
The Path Forward: Building a Supportive Workplace Culture
Supporting mental health in the workplace doesn’t only benefit employees—it’s good for business. Employers who invest in mental well-being foster a positive environment that retains talent and boosts productivity. By creating a culture that encourages openness and understanding around mental health, companies can play a vital role in reducing the stigma that keeps so many from seeking help.
With these steps, businesses can help break the silence around work-related stress, reduce the impact on families, and contribute to a healthier, more resilient workforce. The statistics reveal the urgency of this issue, but the solution lies in collective action—from employers, policymakers, and each of us—to prioritize mental health and create supportive work environments that allow employees to thrive.
References:
- [HSE Labour Force Survey 2022/23](https://www.hse.gov.uk/statistics/)
- [Deloitte – Mental Health and Employers Report](https://www2.deloitte.com/uk/en/pages/consulting/articles/mental-health-and-employers-refreshing-the-case-for-investment.html)
- [NHS Digital – Adult Psychiatric Morbidity Survey](https://digital.nhs.uk/)
- [NHS Digital – Mental Health of Children and Young People Survey](https://digital.nhs.uk/
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