Work-Related Mental Health on the Rise Across UK and Ireland
Recent statistics from both the UK and Ireland paint a concerning picture of the state of mental health and wellbeing in the workplace. Employers are facing increasing pressure to address work-related stress, depression, and anxiety, with regulatory bodies emphasising the legal and ethical imperative to safeguard employees' psychological health. The economic and personal costs associated with these issues continue to escalate, highlighting an urgent need for proactive strategies and robust support systems.
The UK Landscape: Alarming Statistics and Economic Impact
The Health and Safety Executive (HSE) in the UK has reported a significant uptick in work-related mental health issues. In 2024/25, an estimated 1.9 million workers suffered from work-related ill health. Mental health conditions remain the primary driver, with 964,000 workers reporting stress, depression, or anxiety caused or made worse by work in 2024/25. This figure represents an upward trend in recent years.
The economic impact of this crisis is substantial. An estimated 40.1 million working days were lost in 2024/25 due to work-related ill health and injuries. Specifically, 22.1 million working days were lost to work-related stress, depression, or anxiety in 2024/25, representing 55% of all working days lost to work-related ill health. The total cost of work-related mental health issues to the UK economy is estimated at £57.4 billion per year, with Deloitte's 2024 figures putting the cost to UK employers at £51 billion annually. Notably, female workers are disproportionately affected, being 25% more likely to report that their job impacts their mental health. In 2024/25, there were 3,220 cases of mental ill health per 100,000 female workers, compared to 2,580 per 100,000 for male workers.
The Chartered Institute of Personnel and Development (CIPD)'s Health and Wellbeing at Work 2025 report further highlights these challenges. Average employee absence has reached 9.4 days per person per year, the highest level recorded in over a decade. Mental ill health has emerged as the second leading cause of short-term absence (29%) and tops the list for long-term absence (41%). Key drivers of negative mental health impact cited by employees include poor relationships with colleagues (75%), high workload (69%), and line managers not effectively supporting staff (63%).
Ireland's Evolving Regulatory Landscape and Psychosocial Risks
In Ireland, the Health and Safety Authority (HSA) has significantly elevated the importance of psychological wellbeing in the workplace. As of 2026, Psychosocial Risk Assessment is a non-negotiable inspection area, carrying the same legal weight as traditional physical safety hazards. Employers are now expected to include the psychological health of their workforce in their Safety Statements, with a failure to do so constituting a major non-conformance.
Irish law mandates that employers have a duty of care under the Safety, Health and Welfare at Work Act 2005 to protect employees from both physical and psychological harm. This includes managing psychosocial hazards such as excessive workload, poor management practices, workplace conflict, or lack of support that may lead to work-related stress. Mental health is recognised as a protected disability under Irish law, meaning employers have legal responsibilities to accommodate employees experiencing mental health conditions under the Employment Equality Acts.
Research indicates a worrying trend in Ireland. An ESRI study funded by the HSA found that job stress among employees more than doubled from 8% in 2010 to 17% in 2015. More recently, the HSA reported that over 60% of Irish workers experience higher stress levels compared to pre-pandemic times, largely due to hybrid working challenges, economic uncertainty, isolation, and heavier workloads. The Mind Health Report 2025 revealed that Ireland has the lowest average Mind Health score among nine EU countries surveyed, with 48% of the population reporting they are struggling or languishing.
Related training: If you are looking to qualify as a trainer in this area, see lone worker safety training or explore COSHH assessor training for nationally recognised UK and Ireland qualifications.
Employer Responsibilities and Proactive Measures
Both UK and Irish regulatory bodies are reinforcing the message that employers have a legal responsibility to protect their staff from unreasonable stress and mitigate its effects. In the UK, this is underpinned by the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999, which require employers to assess and control risks to employees' health, including mental health. The HSE's Management Standards provide a framework for tackling work-related stress by addressing six key areas: demands, control, support, relationships, role clarity, and change.
Employers are encouraged to implement comprehensive mental health at work plans that promote good mental health for all employees and outline available support. This includes developing mental health awareness, encouraging open conversations, and offering appropriate workplace adjustments. The government's WorkWell programme in England, for instance, aims to support up to 250,000 people with health conditions, including mental health issues, to stay in or return to work.
In Ireland, organisations like Shine offer structured six-step programmes to help workplaces embed mental health awareness and support, aiming to reduce stigma and build psychological safety. Many employers are also offering Employee Assistance Programmes (EAPs) and counselling services as part of their duty of care.
The increasing focus on mental health in the workplace underscores the need for employers to move beyond reactive measures and adopt proactive strategies. This includes fostering a supportive culture, providing training for managers to recognise and address mental health concerns, and implementing flexible working arrangements. Prioritising mental health is not only a legal and ethical obligation but also crucial for productivity, employee retention, and overall organisational success.
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