Workload demands are the leading cause of workplace stress for HR professionals in the UK, according to new research, with fewer than one in 16 saying they never feel stressed at work.
A survey of over 270 HR decision makers by HR and payroll software provider Ciphr reveals the state of wellbeing in the profession, with 94% experiencing stress and nearly a quarter (23%) saying they’ve felt pushed to the point of exhaustion or burnout. At larger organisations, this rises to more than a third (35%).
Bigger the Workforce, Heavier the Load
Those working in HR at organisations with over 1,500 employees appear to be the most at risk, with 34% citing excessive workloads as a key source of stress. That compares to 27% among HR professionals managing smaller teams.
Claire Williams, chief people and operations officer at Ciphr, said HR teams were often overlooked regarding workplace stress support. “In recent years there’s been a lot of focus on what employers and HR can do to safeguard and support their employees’ mental health and alleviate workplace stress. And rightly so,” she said.
“But conversations rarely talk about the huge pressures that people in HR roles feel and how stress can impact them, and even fewer organisations offer tailored support to their HR teams. HR professionals often spend so much time focusing on the rest of the business that their needs aren’t always prioritised.”
Williams added that there “may also be an assumption that, because they work in HR, they know how to deal with work stresses better than other employees.”
Juggling costs, Retention and Red Tape
While workload pressures top the list of stressors, respondents also cited rising costs (26%), staff retention challenges (24%), budget management (24%) and recruitment and skills shortages (23%) as major contributors to anxiety.
The volume of meetings (20%) and interpersonal conflicts (18%) also took a toll, while nearly one in five said stress stems from misunderstandings about the HR role itself.
Less widely acknowledged but still significant sources of strain included a lack of resources (16%), a perceived “always on” culture (15%) and the burden of legal compliance (13%).
How Employers Can Support their HR Teams
Experts suggest that addressing HR stress requires a cultural shift in how organisations view and support their people professionals. Key actions include:
- Redesigning roles and workflows to reduce administrative overload. Automating repetitive tasks and streamlining processes can free up time for strategic work.
- Investing in HR technology such as integrated systems for payroll, benefits and workforce management. These tools can significantly ease reporting pressures and reduce manual data entry.
- Offering peer support and supervision. Just as employees benefit from wellbeing champions or mental health first aiders, HR teams may need dedicated forums for confidential support and reflection.
- Clarifying expectations around availability and boundaries. Employers should discourage a culture of being “always on” and respect out-of-hours time.
- Ensuring representation. Including HR professionals in strategic planning conversations helps align organisational goals with HR capacity and priorities.
- Providing tailored wellbeing initiatives. While general mental health support is helpful, HR-specific programmes – such as leadership coaching, resilience training or burnout prevention workshops – can address the unique challenges of the role.
Proper People Management
Williams said taking these steps was not only about protecting HR professionals but also maintaining effective people management across the organisation.
“Organisations need to work proactively with their HR teams to help relieve stress, where possible, and give them resources and strategies to cope with prolonged or negative stress in a more targeted and positive way,” she said.
The findings echo earlier research by Ciphr that found 86% of UK adults experience work-related stress at least once a month. One in nine feel stressed every day.
With HR professionals often responsible for supporting the mental health of others, observers say it’s vital they receive targeted support themselves, particularly as their role becomes more strategic and central to business resilience.