Employee Well-being Insider Discloses Five Understated Indications to Observe if an Employee Might be Struggling with Mental Health Issues at Work
In today's fast-paced work environment, burnout has become a significant concern for businesses across the UK. According to Tiger Recruitment's Salary and Benefits Review 2025, burnout is now the fourth most common reason for employees leaving their jobs, accounting for a substantial number of departures.
Recognising the signs of burnout and mental health struggles is crucial for managers. Avoidance of social activities at work, increased irritability or tearfulness, struggling to complete tasks that were once found interesting, and losing fulfilment or interest in tasks at work are all potential indicators. Anxiety can affect people differently, but signs that someone could be finding work difficult include a decline in enthusiasm or seeming more withdrawn than usual.
David Morel, Founder and CEO of Tiger Recruitment, emphasises the importance of supporting employees' mental health, stating that missed signs of burnout can reduce productivity, increase sick days, and damage retention rates. He advocates for a proactive approach, reaching out to employees showing signs of burnout and creating a safe, private space for open and honest communication without fear of penalty or stigma.
Effective responses to employees struggling with burnout or mental health issues include adjusting workloads and expectations, encouraging rest and boundaries, offering professional support, recognising and rewarding effort, training managers, promoting a culture of saying no, and using tools for communication.
Providing access to mental health professionals through on-site counseling or Employee Assistance Programs (EAPs), training managers to recognise symptoms and respond with empathy and appropriate referrals, and equipping managers to identify burnout signs early and intervene effectively are all key components of this approach.
Recent research indicates that burnout is costing UK businesses £102 billion per year, making mental wellbeing a business-critical priority. Mental Health UK's Burnout Report 2025 reveals that 9 in 10 adults in the UK experienced high or extreme stress in the last year. This underscores the urgent need for organisations to adopt comprehensive strategies to support their employees' mental health.
Managers play a vital role in this process. They should be familiar with resources such as EAPs, mental health ambassadors, or external support networks. It's important to remember that employees should not be pressured to share more than they're comfortable with. Listening without judgment helps the employee feel heard and supported.
In conclusion, addressing burnout in the workplace requires a systemic approach that prioritises employee well-being and productivity. By adopting these strategies, businesses can create a healthier, more supportive work environment, reducing the impact of burnout on their employees and their bottom line.
- In the realm of health and wellness, offering resources such as Employee Assistance Programs (EAPs) or equipping managers to identify burnout signs early can be key components of a workplace-wellness strategy aimed at supporting employees' mental health.
- As part of investment in education and self-development, managers should be familiar with various resources, like EAPs, mental health ambassadors, or external support networks, to ensure proper guidance for employees experiencing burnout or mental health issues.
- Regarding personal growth, an effective way for businesses to promote mental health is by adopting a proactive approach, encouraging open communication about burnout, and implementing adjustments like adjusting workloads, promoting rest, and using tools for mental health support.
