Millennials most affected by stress – new research

Stress is often described as a young person’s problem, with Gen Z frequently dominating headlines about burnout, financial worries and workplace pressures. However, new research from GRiD, the industry body for the group risk sector, suggests the reality is more nuanced – and highlights why employers should avoid making assumptions about who needs support.

According to the research, employers believe Millennials (those born between 1981 and 1996) are the generation most affected by stress and anxiety overall.

Employers identified Millennials as being the most impacted by:

Financial stress and debt: 43%
Home life pressures, including caring responsibilities and relationships: 42%
Work-related stress: 41%

While employers viewed Gen Z as experiencing marginally higher work-related stress (42% compared with Millennials’ 41%), Millennials ranked highest when home, financial and workplace pressures were considered together.

The findings paint a picture of a generation balancing multiple responsibilities simultaneously – often navigating careers, mortgages or rising housing costs, childcare, caring responsibilities and financial commitments at the same time.

Employees tell a slightly different story

When employees themselves were asked about their experiences, Gen Z reported the highest levels of stress across most categories.

Among Gen Z employees:

28% reported work-related stress
19% cited financial pressures
17% experienced stress linked to home life

Millennials followed closely behind, particularly regarding home life, where their reported stress levels were almost identical to Gen Z.

The contrast between employer perceptions and employee experiences is significant. While employers are particularly concerned about Millennials, younger employees are often the ones reporting the greatest day-to-day impact.

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, such as Gen X and millennial women carrying a disproportionate share of caregiving responsibilities while working, and middle-aged men being less likely to speak up despite their well-documented need for mental health support.”

“The evidence shows that employees across all generations experience stress, reinforcing the need for a broad and generation-agnostic approach to mental health support in employee benefits. For employers, this underlines the importance of avoiding assumptions about which groups may be most affected.

“Group risk benefits, that is, employer-sponsored life assurance, income protection and critical illness, have long included support for stress and mental wellbeing, and they are inclusive and highly valued. For employers who do not already have this support in place, introducing these benefits can provide a practical and cost-effective way to support a diverse workforce, helping to improve employee wellbeing, resilience and overall productivity.”

Building a workplace that supports everyone

For employers, the takeaway is clear. Different generations may face different challenges, but no single age group has a monopoly on stress.

The most effective wellbeing strategies are those that acknowledge the diversity of employees’ experiences and provide accessible support for everyone. Rather than focusing on who might be struggling, organisations should focus on creating cultures where every employee feels able to seek help when they need it.

Ultimately, supporting mental wellbeing isn’t about targeting one generation over another. It’s about recognising that stress is a workplace issue that affects people at every stage of their career – and ensuring support is available whenever it’s needed.

For more guidance and information about wellbeing and mental health, head here.