Gen Z mental health at work: the talent retention crisis CHROs can’t ignore
Gen Z mental health at work is fast becoming the defining workforce risk of this decade: Generation Z will make up approximately 30% of the global workforce by 2030 — and right now, they are burning out faster than any generation before them. According to a UKG global study of nearly 13,000 frontline workers, 83% […]
The real recovery curve in therapy: what to expect month by month and how to know it worked
Understanding the recovery curve in therapy is one of the biggest blind spots for HR when managing mental health programmes: not knowing what pace of improvement is reasonable to expect, or how to confirm, at the end of the process, that therapy actually worked. Without that reference point, it’s easy to draw the wrong conclusions: […]
Why traditional EAPs fail and what forward-thinking CHROs are choosing instead
Traditional EAPs promised confidential support at scale, but the data tells a different story: more than 80% of large employers offer an Employee Assistance Programme. Yet the median utilisation rate hovers between 3% and 5%, meaning the vast majority of employees never access the support their organisation is paying for. At the same time, the […]
Workplace Functioning and Mental Health: Why Measuring Symptoms Alone Isn’t Enough
Workplace functioning and mental health don’t always move together: many corporate wellbeing programmes measure success by asking whether an employee’s anxiety or low mood has gone down. That’s useful information, but it’s incomplete. An employee can report fewer symptoms and still be unable to concentrate, meet deadlines, or interact with their team as usual. Improving […]
AI anxiety at work: the new psychosocial risk HR leaders can’t afford to ignore
AI anxiety at work is no longer a hypothesis: according to the EU-OSHA OSH Pulse 2025 survey, drawing on responses from more than 28,000 workers across 27 EU member states, nearly half of employees report that digital technologies are being used to determine the speed or pace of their work. At the same time, 30% […]
What CHROs must do to build a mentally healthy organisation
The CHRO’s role has fundamentally changed. Where once the function was measured by operational efficiency and compliance, today’s Chief Human Resources Officer is expected to deliver something far more complex: a psychologically safe, high-performing organisation that can absorb disruption without breaking. Mental health sits at the centre of that mandate, not as a benefits line […]
Why mental health symptom duration Is the warning sign you should be watching most closely
When it comes to detecting mental health issues at work, attention usually focuses on intensity: how anxious does this person feel, how low is their mood? That’s a fair question, but it leaves out an equally important, and perhaps more revealing, piece of data: how long that person has been living with the distress — […]
Psychosocial risk assessment: how to turn workforce data into a protection strategy
Nearly half of all European workers, 45%, report exposure to risk factors that can adversely affect their mental health, according to EU-OSHA. Yet most organisations still treat psychosocial risk as an HR compliance exercise rather than a strategic lever. The gap between those two positions is where talent is lost, sick leave accumulates, and performance […]
High-Risk Employees: How to Detect Them Early and Support Their Recovery
Spotting a high-risk employee before the situation escalates is one of the biggest challenges for HR and occupational health teams. When this happens too late, the consequences show up as prolonged sick leave, higher absenteeism and teams that lose operational capacity. Detecting high-risk employees early requires combining initial triage with continuous reassessment during therapy, setting […]
Purpose-driven work: how helping employees find purpose reduces turnover
In many organisations, people rarely resign because of a single bad day. They leave after a longer period in which their work feels empty, disconnected from their values or impossible to reconcile with the rest of their life. When that lack of meaning goes unnoticed, it slowly turns into disengagement, quiet quitting and, eventually, higher […]
