"It’s unlikely that even just a decade or so ago, employers would have been so acutely aware of the mental health needs of their workforce."
- Katharine Moxham, spokesperson for GRiD
Since employers have so many different generations in their workforce, finding group risk benefits that can cater to all different needs can be challenging. However, an overarching concern across all generations is the impact of stress and anxiety in the workplace.
GRiD’s research has shown employers’ biggest concern regarding the health and wellbeing of their Gen Z employees (up to age 26) is around stress and anxiety related to finances and debt, with 29% of employers highlighting this as an issue for this group who are relatively new to the world of work. Employers are also concerned about the impact of stress and anxiety about finances and debt amongst millennials (aged 27-45), with 35% of employers believing this to be their biggest burden.
Likewise, the biggest worry employers have for Gen X (aged 46-57) is stress related to work, with 36% of employers having concerns.
However, amongst the baby boomers (aged 58-76), 39% of employers are most concerned about their general lack of fitness caused by a non-active lifestyle. Since the majority of the baby boomer generation remains committed to working for longer than expected (following the removal of the default retirement age), it’s important this need is addressed.
In light of these findings, Katharine Moxham, spokesperson for GRiD, has said:
“It’s unlikely that even just a decade or so ago, employers would have been so acutely aware of the mental health needs of their workforce. However, it’s important that employers’ concerns around stress and anxiety on behalf of their staff doesn’t mask other health issues that also require support such as living with long-term chronic conditions or pressures relating to home life including caring responsibilities.
“Although statistics can predict generalisations for an entire workforce, they can't forecast which issues might impact an individual employee and what support they might need.
“By ensuring employee benefits cover all areas of health and wellbeing – financial, physical, mental and social – no employee will be left lacking in their hour of need.”
