HR leaders should take a generation-wide approach to employee wellbeing rather than targeting support based on age, according to new research from GRiD, the industry body for the group risk sector.
Research involving 500 HR decision-makers and more than 1,200 UK employees found that while employers believe Millennials are the generation most affected by stress overall, younger employees report experiencing the highest levels of work-related pressure themselves.
Employers identified Millennials as being most impacted by stress linked to finances (43%) and home life (42%), including caring responsibilities and personal relationships. Work-related stress was seen as affecting both Millennials (41%) and Gen Z (42%) at similarly high levels.
However, employee responses tell a more nuanced story. Gen Z workers were the most likely to report experiencing work-related stress (28%), alongside higher levels of financial anxiety (19%) and home-life pressures (17%) than any other generation.
The findings suggest different generations face different pressures, highlighting the importance of offering inclusive wellbeing support rather than making assumptions about which groups are most at risk.
Katharine Moxham, spokesperson for GRiD, said: “While younger generations may report higher stress levels, pressure is not limited to one age group, as different cohorts face distinct challenges. The evidence shows that employees across all generations experience stress, reinforcing the need for a broad and generation-agnostic approach to mental health support.”
GRiD warns that employers should avoid allowing perceptions to shape wellbeing strategies and instead ensure support is accessible to everyone. This includes combining preventative initiatives, such as wellbeing resources and mental health awareness programmes, with access to more structured support including counselling, clinical services and employee assistance programmes.
The organisation also points to employer-sponsored group risk benefits, including life assurance, income protection and critical illness cover, as established routes for providing mental health and wellbeing support alongside financial protection.
The research reinforces the value of data-led wellbeing strategies that recognise the diverse pressures facing today’s workforce. As organisations continue to focus on employee engagement, retention and productivity, ensuring mental health support is available across all career stages could play an increasingly important role in building resilient, high-performing teams.
Rather than focusing on generational stereotypes, the findings suggest organisations should create flexible wellbeing strategies capable of supporting employees through changing personal, financial and workplace challenges throughout their careers.
