Stress and anxiety have found to be the leading cause of concern when it comes to the health and wellbeing of staff members.

According to new research from GRiD, the industry body for the group risk protection sector, among 501 HR decision-makers indicated that employers were most concerned about stress and anxiety when it came to staff wellbeing. The baby boomer generation is the only demographic where employers believe their lack of fitness is the biggest detriment to their health and wellbeing.

As employers have so many different generations in their workforce, it is crucial they find a way to cater to all different needs, so any health and wellbeing benefits they offer meet the requirements of the entire workforce.

GRiD’s research reveals the major concerns that employers have for different demographics:

Gen Z (aged up to 26)

Employers’ biggest concern for Gen Z employees is around stress and anxiety related to finances and debt, with 29% of employers highlighting this as an issue for this group who are relatively new to the world of work.

Millennials / Generation Y (aged 27-45)

Millennials are also on employers’ minds in relation to stress and anxiety about finances and debt, with 35% of employers believing this to be their biggest burden.

Gen X (aged 46-57)

The biggest worry employers have for Gen X is stress related to work, with 36% of employers expressing concerns.

Baby boomers (aged 58-76)

The baby boomer generation bucks the trend, with 39% of employers most concerned about their general lack of fitness caused by a non-active lifestyle. As many of the baby boomer generation remain committed to working for longer than expected following the removal of the default retirement age, it’s important this need is addressed.

In addition to individual challenges that employees face, there are constant external strains that impact health and wellbeing. From political and economic uncertainty to pressures on the NHS, each challenge will affect individuals in different ways. It is important for organizations to acknowledge the differences in the generations and look to provide support across all four areas including financial, physical, mental and social health.

Katharine Moxham, spokesperson for GRiD, sheds light on the growing awareness of employee needs and the necessity of accounting for a wider pool of employee challenges:

It’s unlikely that even just a decade or so ago, employers would have been so acutely aware of the mental health needs of their workforce. However, it’s important that employers’ concerns around stress and anxiety on behalf of their staff doesn’t mask other health issues that also require support such as living with long-term chronic conditions or pressures relating to home life including caring responsibilities.

Although statistics can predict generalisations for an entire workforce, they can’t forecast which issues might impact an individual employee and what support they might need. By ensuring employee benefits cover all areas of health and wellbeing – financial, physical, mental and social – no employee will be left lacking in their hour of need.

Katharine Moxham, spokesperson for GRiD

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

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.