A recent survey highlights the concerning mental health impacts of hybrid working, particularly compared to other work models.
- Hybrid workers report a more negative impact on mental health than fully remote or office-based employees, with 42% affected.
- The flexibility of hybrid work requires better support for maintaining employee wellbeing and work-life balance.
- Fatigue from work leads 41% of hybrid workers to skip exercise, an issue less prevalent among remote or office-based staff.
- Generational differences reveal that Baby Boomers receive less mental health support compared to Gen Z employees.
A new survey by an employee benefits and engagement partner underscores the significant mental health challenges faced by hybrid workers. While hybrid work arrangements are praised for their flexibility, the survey reveals that 42% of hybrid workers experience a negative impact on their mental health. This figure is notably higher compared to 32% of fully remote and 30% of office-based employees, highlighting the unique challenges of balancing work life between home and office.
The survey further indicates that hybrid workers struggle with establishing healthy routines, impacting both their mental and physical health. As many as 41% of hybrid workers admit to skipping exercise due to work-related fatigue, a concern less pronounced among fully remote (29%) and office-based (31%) workers. Additionally, hybrid workers face longer work hours, with 26% reporting missed exercises due to extended hours, in contrast to only 18% of their fully remote counterparts.
The mental wellbeing of hybrid workers is further challenged by low energy levels, with less than half maintaining good energy and over a third struggling with focus and concentration. Tom Nash, an HR Business Partner, emphasizes the need for tailored support, stating, “Hybrid working offers fantastic flexibility, but it’s clear that employees need the right support to truly thrive in this environment.” Nash highlights the importance of tailored benefits and resources to address these unique challenges, urging leaders to actively promote healthy behaviors tailored to the hybrid model.
The survey also brings to light significant generational differences in workplace mental health support, with only 15% of Baby Boomer employees receiving any mental wellbeing benefits, compared to 31% of Gen Z employees. Gen Z employees, at 37%, feel more comfortable discussing mental health at work thanks to employer support, while a mere 20% of Baby Boomers share this sentiment. Discrepancies in employer prioritization of mental over physical wellbeing are also apparent, with only 12% of Baby Boomers acknowledging such prioritization compared to 37% of Gen Z.
Nash further reflects on the findings, noting that less than a quarter of Baby Boomers feel their employer’s focus on wellbeing creates a positive environment. He calls for a comprehensive and inclusive shift in how mental health support is approached in the workplace, advocating for a strategy that meets the needs of all employees, irrespective of age or work arrangement.
The survey highlights critical disparities in mental health support, emphasizing the need for targeted interventions across different work models and generations.
