37% of UK employees feel year-end stress

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Joanne Swann
Stress
Stress

The findings from Workhuman’s® latest Human Workplace Index reveal key insights about employee wellbeing at year-end and key factors to improving it in 2025.

As 2024 draws to a close, many UK employees are facing added stress from increased workloads and looming deadlines. This underscores the need for organisations to step up their support, with recognition standing out as a key strategy to alleviate stress and bolster wellbeing.

End-of-year pressures and wellbeing

Despite its reputation as the “most wonderful time of the year,” December often brings heightened productivity demands. Over a third of employees point to increased workloads (35%) and the push to meet year-end KPIs (34%) as significant sources of increased stress.

Another contributor to year-end stress is the inability to fully disconnect, with close to 20% of UK employees taking less time off than they’d like during the festive period due to heavy workloads. A whopping 36% plan to respond to work emails even during their time off – leaving little room for rest and recharge. Unsurprisingly, employees have named work-life balance as the top priority for employers to improve in 2025, surpassing other factors like company culture and work arrangements.

Wellbeing a top priority for employees in 2025

Nevertheless, there is room for optimism when it comes to employee wellbeing in 2025. The majority of UK employees are experiencing stable or improved wellbeing, with 81% reporting their wellbeing is the same or better than last year – and 35% noting it has actively improved.

Likewise, many employees are prepared to take proactive steps to improve their wellbeing at work, with over one in three workers looking to enhance their productivity (37%), develop new skills (38%), or foster social connections (33%).

At the same time, employees are looking to their organisations to take action. Other than salary and benefits, the top answer for how employers can improve their wellbeing in the new year is simply to ‘recognise me more for my accomplishments’.

The power of recognition

In fact, especially during the high-pressure close of the year, public appreciation from colleagues plays a pivotal role in easing stress, with 60% of employees reporting it helps them manage the strain of meeting year-end goals. This impact is even greater among younger generations, rising to 67% for Gen Z and Millennials. These findings reflect a broader desire among employees for more structured recognition programmes – ones that not only foster a supportive culture but also make individuals feel genuinely valued for their contributions.

Niamh Graham, Senior Vice President of Global Human Experience at Workhuman, commented:

At a time when employees overwhelmingly cite increased pressure and intensity as the biggest challenges to productivity, recognition offers a simple, meaningful way for organisations to support their teams and boost morale. But employee recognition must be done right for it to be effective. It must go beyond holidays gifts or end-of-year bonuses, offering genuine expressions of appreciation to help employees feel seen, supported, and celebrated all year round.

Niamh Graham, Workhuman

Joanne Swann, Content Manager, WorkWellPro
Editor at Workplace Wellbeing Professional | Website |  + posts

Joanne is the editor for Workplace Wellbeing Professional and has a keen interest in promoting the safety and wellbeing of the global workforce. After earning a bachelor's degree in English literature and media studies, she taught English in China and Vietnam for two years. Before joining Work Well Pro, Joanne worked as a marketing coordinator for luxury property, where her responsibilities included blog writing, photography, and video creation.

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