Increasing mental health issues for young people and the impact on employment

With a record 2.8 million people off work with long-term sickness, the current UK Prime Minister Rishi Sunak announced recently that he was committed to ending Britain's "sick-note culture".

He said that what he called “over-medicalising common anxieties” had led to an increase in the number of people off work with mental health problems - two thirds of incapacity benefit claims are now for mental health problems.

There has certainly been a significant uptick in the number of people reporting mental health difficulties, with stress, depression and anxiety overtaking musculoskeletal disorders as the leading cause of work-related illness in 2016. Somewhat of concern is that young people are disproportionately impacted by mental health issues - a report by the Resolution Foundation (funded by the Health Foundation) earlier this year revealed that young people are significantly more likely not to be working due to mental health problems than those in other age groups. 

The report, which follows a three-year study on action to improve young people’s mental health, focuses on young people’s experiences of employment and mental health, and interactions between the two. In addition to the findings of the report, we consider how employers can support employees’ mental health and wellbeing.

The increase in mental health disorders among young people

The report found that there has been a significant increase in the numbers of young people reporting a ‘common mental disorder’ (CMD) such as depression, anxiety or bipolar disorder in recent years. In 2000, 24% of young people aged 18-24 reported symptoms of CMD, which by 2021-2022, had risen to 34%. The study also found that young women fare worse and are much more likely to experience a CMD than young men: 41% compared to 26%. 

The Foundation’s findings identified possible causes of this increase in mental health problems in this age group - noting that, although the Covid-19 pandemic had a disproportionately negative effect on young people’s mental health, the uptick in numbers pre-dated 2020. Potential reasons include the rise of social media (fuelling anxiety and depression and enabling online bullying); increased pressure young people experience to perform well in their studies and at work; and the decline in stigma around mental health problems may mean young people today are more likely to report symptoms than previously. 

The impact on employment

Mental health problems have a significant impact on employment outcomes for young people. The Foundation reports that between 2018-2022, 21% of 18-24-year-olds with mental health problems were workless, compared with 13% of those without. 

In 2023, 5% of young people (excluding full-time students) were out of work due to ill health. The vast majority of them (97%) were non-graduates.

The report notes that if action isn’t taken to tackle mental health issues, in future employers may struggle to fill roles. It recommends that in businesses where there is a significant number of young people with mental health problems, managers should undertake mandatory mental health training.

The Foundation also found that young people with mental health problems often find that part-time work is the best way for them to work without worsening their mental health. It also revealed that, to feel that their workplace is supportive of mental health, young people simply want a good line manager who cares - and one who is aware of, and sensitive about, mental health difficulties.

Implications for employers

Managing the implications of poor mental health has long been an issue for employers. Given the Resolution Foundation’s findings, and what many employers see in the day-to-day conduct of their business, mental health will continue to be an issue that needs to be managed by employers. Indeed, it looks to still be an increasing issue.

This is a difficult area for employers to manage but, given the current statistics and a view that it will continue to be an increasing issue, one that they do need to focus on - and manage how they will deal with this area.

This will include seeking to identify the precise risks that an employer has in its business, and considering how they can mitigate those risks, and implement health and wellbeing strategies to assist. Which all looks rather similar to risk assessments and health and safety strategies that we are well used to (and which are well implemented) in relation to physical health.

Employers also need to consider how their managers are supported. Managing and supporting employees with mental health illnesses can be hard for managers. Do managers have the tools and skills to manage such issues – and what support and training do they have to do so?

More broadly, in line with the general push from society around ESG, and the push from regulators around workplace culture, steps are being taken generally by employers to engender and support a workplace culture which in itself helps mitigate any mental health issues.

Contact us to discuss any issues, and to assist with designing processes and systems to help you manage long-term sickness issues.