Gen Z’s approach to the workplace has copped its fair share of criticism in recent years, with the newer generation of employees often branded as ‘lazy’ or ‘demanding’.
But these stereotypes may be missing a stark reality – many young employees are struggling with mental health challenges.
Research has shown Gen Z and young millennial employees are missing the equivalent of one day’s work every single week due to mental health struggles.
A study by Vitality, the health and life insurer, found that the average worker in the UK feels unable to work for almost 50 days a year – costing the British economy a staggering £138bn.
While only six of these days are taken off as formal sick leave, the staff that did come to work struggled to achieve anything in the office.
The cause of these performance issues is primarily linked to poor mental health, including burnout, stress, insomnia and obesity.
Vitality’s survey of 4,000 employees and their employers focused on the lost time due to absences and the productivity of present staff.
The figures revealed that young workers, those under 30, report lower productivity at work compared to older generations.
Gen Z employees reported an average of 60 days of lost productivity, compared to 36.3 days for Gen X and baby boomers – a stark 64% difference.
While younger people report better physical health and are more physically active than their older colleagues, they have significantly higher levels of mental health issues, such as burnout and fatigue.
They are also 224% more likely to suffer from depression than their colleagues over 50.
Despite the correlation between health and productivity, one in five employees feel their manager doesn’t care about their well-being.
And, to make matters worse, those earning less than £30,000 per year are 86% more likely to feel unsupported than their higher-earning colleagues (more than £60,000 per year).
When companies do offer mental health support for their employees, the participation is alarmingly low. Only 25% reported using the provided wellness tools, although 85% who did found them useful.
Explaining why younger generations might be facing more performance issues at work, Lucy Kemp, future of work expert, said: ‘Gen Z, in particular, has had their formative years shaped by massive upheavals: the financial crisis, a global pandemic, and escalating social and environmental issues.
‘This generation is more tuned into their mental health needs, but they’re also facing more stressors than any previous generation. They’re more likely to miss work because they’ve been conditioned to recognise and prioritise mental well-being, even if it means taking time off, something older generations were less inclined, or able, to do.’
While Gen Z is more likely to prioritise their mental health, Lucy warns that missing work could lead to feelings of disconnect and isolation.
She explained: ‘The stigma around mental health might be improving, but it’s far from gone, and they’re often still viewed as “not committed” or “lacking resilience” when they take time off.
‘The real danger is this can turn into a vicious cycle. If younger workers feel unsupported or judged, they’re likely to stay silent next time, leading to untreated mental health issues that ultimately impact both them and their employer.’
Lucy said the best way to communicate these struggles is to be open and honest. She explained: ‘It’s about saying, “Here’s what I’m experiencing and here’s how it’s impacting my work”.
‘The focus should be on how addressing their mental health will make them more effective and committed in the long run. But let’s face it, not every employer gets it. If they’re met with a lack of empathy or support, it’s a signal that this might not be the right workplace for them.’
As for employers, Lucy encourages them to listen and create an environment where people feel safe to share without judgment or fear of repercussions.
‘Mental health support isn’t just offering wellness days. It’s about understanding the root causes, offering flexibility, and creating a culture that values balance. Employers should also train managers on how to respond to mental health concerns sensitively and proactively. Simple acts like regular check-ins and access to counselling can make a huge difference.’
Lucy added that wellness programmes offered by employers ‘don’t really speak to what young people need’. She said: ‘Gen Z, in particular, sees through “tick box” approaches that lack real depth or empathy.’
Dr Claire Ashley, GP and Workplace Mental Health Expert at Headspace, added that Gen Z may be suffering due to the ‘increasingly blurred lines between work and personal life’.
She said: ‘Unlike previous generations, Gen Z has come of age during a time where constant connectivity is the norm, with devices making them reachable at all times.’
To manage this stress effectively, Dr Ashley said: ‘It is crucial that we set healthy boundaries between our work and home life and communicate these boundaries with our colleagues.
‘We can do this politely, yet assertively, communicating to our workforce that we prioritise a balanced approach to work. Try using phrases like, “I’ll be offline after [time] but will get back to you first thing tomorrow”.’
How to prevent stress and burnout in the workplace
Dr Claire Ashley said: ‘If we’re constantly feeling under pressure to perform around the clock, we may find ourselves on the path to burnout or chronic stress.
In addition to setting and communicating clear boundaries, we might also consider some of the following strategies:
Practise mindfulness: Taking a few minutes to practise meditation and mindfulness can also help us to let go of any negative thoughts that might have been building throughout the working day, and provides an opportunity to reconnect and be fully present. The Headspace app has been proven to reduce negative emotions and sadness by 28%, and reduce stress by 14%.
Disconnect from technology: One of the best ways we can switch off from work is by putting away our mobile phones, laptops or other electronic devices used for work. Not having access to emails, or the ability to ‘check-in’ means that we can create the space to engage our minds in thinking about other activities and people. Where possible, we might consider having separate work and personal mobiles, or consider putting time limits on our work apps in the evening to prevent us from checking them.
Find your transitional markers: Using transitional markers can also help the conditioned mind recognise a time to shift and ‘complete the stress cycle’.This can be a ritualised act that we do every time we finish work, as a signal to our bodies that our work stress is over and we can relax. Examples include: changing clothes, putting on slippers, washing/splashing the face with water, lighting a candle/incense singing loudly to music in the car, having a shower, having a cup of tea, or even just lying on the floor or in bed clenching all your muscles and then relaxing them until you feel calmer.
Get outside in nature: A change of scenery can also help us to switch off. If we find ourselves not being able to relax in one location, it can be helpful to move to another room or to head outside. It might be that we associate that particular space with work, making it almost impossible to think of anything else. If we’re able to, and it’s safe, getting outside can also have numerous other benefits, with research showing that contact with nature increases happiness, positive social interactions, as well as a decrease in mental distress.’
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