Young employees are experiencing significantly higher levels of work-related stress and burnout compared to their older colleagues, new research has found.
A study of 1,284 UK workers found that 42% of employees aged 18 to 34 reported burnout in the past year — far more than the 33% of those aged 35 to 54 and just 20% of those aged 55 and over.
The research, conducted by productivity and performance coaching provider Avilio, also found that younger workers are far more likely to take time off due to stress. More than a third (34%) of employees under 34 had taken leave for workplace mental health reasons in the past 12 months, compared to just 21% of those aged 35 to 54 and 10% of those over 55.
Young Managers at Highest Risk of Work-Related Stress
The issue is particularly severe among younger employees in management roles, the study found. Nearly two-thirds (62%) of managers aged 18 to 34 said they regularly work beyond their contracted hours, compared to 56% of those aged 35 to 54 and just 49% of those over 55.
Avilio CEO Philippe Masson said the early stages of a career were often marked by major life changes, making younger employees more vulnerable to work-related stress and burnout. “For many people, the ages 18 to 34 are peppered with drastic change and major milestones in both their professional and personal lives,” he said. “From transitioning into management roles, starting families, and generally navigating greater responsibilities across the board, it is no wonder that they are especially vulnerable to stress and burnout.
“Naturally, adjustment to these pressures isn’t easy, so employers must step up and strengthen their support systems. Indeed, a healthy and thriving workforce can’t be built on good intentions alone. To protect employee wellbeing and productivity, businesses must go beyond surface-level initiatives and implement practical, evidence-based solutions.”
Masson said workplace policies that employers introduce should be focused on work-life balance as well as support workers’ mental health. They should also, he said, “address the unique challenges of younger workers is essential. Businesses shouldn’t shy away from this, as it will dramatically improve their staff’s wellbeing and, ultimately, their productivity.”
What’s Driving High Stress Levels Among Young Employees?
The research supports growing evidence that young employees face greater work-related stress due to:
- Financial pressures – The cost-of-living crisis has hit younger workers hardest, increasing stress levels.
- Job insecurity – Many younger employees are in early-career roles and feel pressure to prove themselves.
- Poor work-life balance – Heavy workloads and long hours make it harder to recover from stress.
- Lack of workplace mental health support – Many organisations still lack robust employee wellbeing programmes, particularly for younger staff.
Solutions: How Employers Can Reduce Burnout and Improve Workplace Mental Health
Rather than simply acknowledging the issue, experts say companies must take action to prevent stress from escalating into burnout. Key strategies include:
- Strengthening workplace mental health policies – Employers should go beyond basic initiatives and offer comprehensive support, such as access to professional counselling, mental health days, and clear stress management policies.
- Encouraging open conversations about burnout – Leaders must foster a culture where employees feel safe discussing work-related stress without fear of stigma. This could include training managers to identify stress symptoms and supporting employees before burnout occurs.
- Providing flexible working options – Offering remote work, hybrid schedules, or flexible hours can help young employees balance their workloads and personal lives more effectively.
- Reducing excessive workloads – Managers should ensure that young professionals are not routinely working beyond their contracted hours. Reviewing job expectations and encouraging delegation can alleviate work-related stress.
- Recognising and rewarding employees – Feeling valued and appreciated can significantly improve employee wellbeing. Regular feedback, career development opportunities, and fair compensation all contribute to a more engaged and less stressed workforce.
The Business Case for Prioritising Employee Wellbeing
Investing in workplace mental health is not just a moral obligation, as it also makes good business sense. Studies show that organisations with strong employee wellbeing initiatives benefit from:
- Higher productivity – Employees who feel supported are more engaged and effective.
- Lower turnover – Addressing work-related stress reduces absenteeism and improves retention.
- Better workplace culture – A healthy workforce fosters innovation and collaboration.
By tackling burnout head-on and providing meaningful solutions, businesses can support young employees while improving overall workplace performance.
