Stress Awareness Month 2025: Turning down the heat

We recently published an article in April's edition of Gi on the signs of burnout. Burnout is something we can all experience in our lifetime whether it be due to work, home life, money or family stresses. To recognise Stress Awareness month, we’re taking a look at the Annual Burnout report by Mental Health UK, how we can recognise signs of stress and what we can do to prevent it.

In the Burnout Report 2025 conducted by YouGov on behalf of Mental Health UK, it found that nine in ten people experienced high pressure or stress at some point in the past year.

With a number this high, it is important to recognise the signs of stress, burnout and when to press pause. The final report surveyed nearly 4,500 adults across the UK which is later broken down into different ages ranges for analysis of the data.

Some key figures include:

• 18-24 year olds are more likely to be absent due to poor mental health caused by stress.
• 21 per cent of workers needed time off work due to poor mental health caused by stress, a constant figure across the last year.
• 33 per cent of 18-24-year-olds can switch off from work when needed, compared to 46 per cent of those aged 55+

Analysing the data from the report, it is clear that there is a growing generational divide in experiences of stress and poor mental health in the workplace. This proves that organisations must adapt, or they risk losing out on younger workers.

The report also highlights that around 1 in 5 need time off work due to poor mental health caused by stress with an increase in the 18-24, 25-34 and 35-44 categories as opposed to a decrease for those in the 45-54 and 55+ age brackets.

Chief Executive of Mental health UK Brian Dow commented on the findings and the worrying figures they show. He said: “Our second annual health check of stress levels gives a worrying reading of the nation’s continuing risk of burnout. As the government grapples with how to tackle high rates of economic inactivity, our report provides insights around how employers can turn the tide and create mentally healthier workplaces to prevent people reaching burnout and dropping out of work.

“While there were some incremental signs of progress compared with last year, our findings pose important questions on whether employers are sufficiently adapting to the needs of a modern workforce, as well as the impact of external factors such as an overwhelmed NHS and money worries on our wellbeing.

“Our survey clearly reveals it is young people most at risk of high stress in the workplace but raises doubts around whether they feel able to open up to their line manager and explore reasonable adjustments that could help prevent burnout. As the gap between generations widen, there’s a need to rebuild bridges and open up conversations on changing attitudes and expectations around work.

“We’re calling on employers to reconsider the approach to mental health and explore reasonable adjustments and workplace wellbeing initiatives in collaboration with their young employees. Otherwise, they risk losing out on the newest generation of workers as they either seek employment elsewhere or disengage. Unfortunately, many organisations still offer 20th century mental health support for a 21st century workforce. Companies understandably have their bottom lines to bear in mind but improved mental health support will benefit all workers and boost productivity and should be seen as a win-win.”

While there are concerns of a culture of silence around stress, the survey does provide a starting point for conversations on improving supporting surrounding mental health and stress.

Over half of 18-24 year olds surveyed had benefitted from reasonable adjustments at work, time off work or professional support for mental health to alleviate stress and protect against burnout.

There are also small signs of progress on tackling stress in the past year with 32 per cent saying their workplaces had plans in place to spot signs of stress and prevent burnout company with 29 per cent in the previous year’s report.

How to spot signs of burnout

Burnout is a gradual process that can often be mistaken for stress, depression, or anxiety, leading to it going unnoticed. It can often be recognised through changes in a person's behaviour both at work and at home.

Burnout can manifest in three main areas:

1. Physical symptoms:
   • Constant fatigue, insomnia, headaches, muscle/joint pain, gastrointestinal issues, frequent illness, high blood pressure, and breathing problems.
2. Emotional symptoms:
   • Feelings of helplessness, self-doubt, detachment, overwhelm, demotivation, cynicism, lack of satisfaction, and persistent anxiety or dread.
3. Behavioural symptoms:
   • Procrastination, difficulty concentrating, decreased productivity, social withdrawal, reliance on substances to cope, irritability, and increased tardiness or absenteeism.

Combatting burnout

The solutions and treatments for burnout will vary depending on its underlying causes.

Here are some common areas of life that may contribute to burnout, along with self-care strategies to help reduce and manage them.

Money worries - Managing this can be done through a few options: plan your budget, get debt advice or explore welfare benefits.

Work – Options can include structuring your day, making sure you have a break, set boundaries, stay in contact with those around you, managing your time, create a wellness place and utilising workplace support.

Job security – Tips to try and ease worry include talking to your employer, get advice, look for another role, careers advice and creating yourself a plan.

Isolation – Some helpful support services are calling a support line, attending a support group or better investing into current relationships.

Physical health – Looking after your body also helps to look after your mind, some steps are to have a balanced diet, keep physically active, drink enough water, reduce or avoid alcohol intake and reduce or avoid smoking.

Sleep – Some ideas to improve your sleep could be to keep a sleep diary, set yourself a routine, use relaxing techniques or speaking to your GP.

Relationships – Improving your relationships with yourself, with others or with your partner can improve wellbeing.

How an employer can help manage stress and burnout

Employers have a responsibility to safeguard both the physical and mental well-being of its employees. There are several proactive and preventative measures to implement and promote positive mental health in the workplace.

Some suggestions include:

Culture and policy: Employers should create and regularly review mental health strategies, promote manageable workloads, encourage time off, offer integrated well-being programs, address external factors, and enforce zero-tolerance policies for bullying to support employee mental health.

Consultation and collaboration: Employers should build inclusive networks, consult young people on burnout prevention, collaborate with diverse groups on well-being policies, ensure clear communication between managers and HR on adjustments, regularly check in on workload and well-being, and provide employees with a Wellbeing Action Plan.

Training and development: Employers should receive training on mental health policies, supporting staff, identifying burnout signs, implementing flexible working and adjustments, and understanding diverse factors like menopause, neurodivergence, and disability.

Behaviours: Employers should promote mental health care, support work-life balance, recognise good performance, foster collaboration, regularly assess stressors and burnout risks, and adjust policies based on feedback and changing conditions.