The Mental Health Crisis Among HR Professionals
Human Resources (HR) professionals are often seen as the backbone of any organisation, responsible for providing support, guidance, and wellbeing initiatives to employees. However, a new report from Towergate Employee Benefits and Ultimate Resilience has highlighted a worrying reality: HR professionals themselves are struggling with mental health challenges at a rate far higher than the general workforce. Moreover, with mounting pressures and insufficient support, the risk of burnout and attrition among HR teams has reached critical levels.
A Hidden Epidemic: Burnout and Depression in HR
The new report on mental health found that 87% of HR professionals surveyed feel that the mental health support they receive at work is lacking. The data indicates that 63% believe burnout is "very likely" for them, with an additional 15% at risk - meaning over three-quarters are teetering on the edge of exhaustion.
This emotional toll extends beyond mere fatigue. More than half of HR respondents reported feeling mentally drained at work, with many experiencing persistent low mood, hopelessness, and even clinical depression. Alarmingly, 44% meet the criteria for significant depressive symptoms - almost triple the rate found in the general population.
Considering an Exit
The consequences of this mental health crisis are far-reaching. Forty-two percent of HR professionals are contemplating leaving their roles due to the impact on their mental health. This not only threatens individual wellbeing but also puts entire organisations at risk; when those responsible for employee care are themselves unsupported, the whole workplace ecosystem suffers.
Low morale and poor mental health also translate into diminished productivity and engagement. With 67% reporting low overall wellbeing, it's clear that urgent intervention is required to prevent further attrition and to maintain organisational stability.
The Unique Pressures Facing HR
The demands placed on HR professionals have intensified in recent years. They have been managing layoffs to orchestrating cultural transformations and navigating sensitive employee issues, all while operating under diminishing budgets.
Despite being tasked with designing and implementing wellbeing programs for others, only a small fraction (13%) of HR professionals feel genuinely supported themselves. This disconnect highlights a systemic issue: those who care for others are too often overlooked.
Practical Steps Forward
To address this mental health crisis within HR, the report recommends the following:-
- Leverage Digital Solutions: Streamlining administrative tasks through technology can free up valuable time and reduce stress.
- Enhance Employee Benefits: Offering access to counselling, mental health coaching, and Employee Assistance Programmes (EAPs) would provide confidential avenues for support.
- Invest in Resilience Training: Equipping individuals with tools to manage stress empowers both personal coping strategies and team resilience.
- Encourage Self-Care: Remind HR professionals to utilise the very resources they promote within their organisations.
Conclusion
HR professionals face a silent crisis with profound implications for both individuals and businesses alike. Employers should recognise these challenges, not just as a matter of duty of care but as essential to organisational success. Decisive action is required to ensure that those who look after everyone else receive the same consideration in return.
Increase in Worker Availability As Employers Pause on Hiring
Worker availability surged in May 2025 at its fastest pace since the early pandemic, as economic uncertainties prompted employers to pause hiring. The Recruitment & Employment Confederation (REC) and KPMG’s index increased from 62.6 in April to 63.3 in May.
Permanent staff availability increased to 63.5, while short-term roles saw a rise to 61.3.
Despite the rise in worker availability, permanent and temporary hiring continued to decline, driven by employer caution and cost concerns. Permanent appointments dropped for the 32nd consecutive month, with the index at 44.2, while temporary hiring fell to 47.1.
Starting salaries and temporary wages grew in May due to competition for high-quality candidates.
