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Only 13% of HR professionals feel their own mental wellbeing is well supported at work – Everywhen

Three quarters of HR professionals said they had symptoms of low mood or depression, with 44% showing clinically significant symptoms.

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Only 13% of HR professionals feel their own mental wellbeing is well supported at work – Everywhen
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Only 13% of HR professionals feel their mental wellbeing is supported at work, according to the HR Mental Wellbeing Report 2026 from Ultimate Resilience and Everywhen.

Three quarters of HR professionals said they had symptoms of low mood or depression, with 44% showing clinically significant symptoms.

Symptoms of anxiety were reported by 73%, with 40% meeting the level for clinically significant symptoms, compared to just 15% in wider society. 

Burnout was found to be ‘very likely’ in 62% of those surveyed, with a further 12% at risk.

The survey also showed that only 24% of HR professionals had used employee benefits to support their mental wellbeing, while 68% had not, and 8% said they had no access to benefits. 

Dr Felicity Baker, clinical psychologist, co-founder of Ultimate Resilience and co-author of the report, said: “The fact that clinically significant symptoms of anxiety are reported at more than double the rate seen in the general population highlights the urgent need for organisations to recognise the personal impact of HR work and provide more meaningful psychological support for HR teams.”

Debra Clark, head of wellbeing at Everywhen, said: “HR professionals can have a tendency to worry more about their workforce than themselves. 

“While this is admirable, our report highlights that they must sometimes put themselves first if they are to remain strong and well enough to robustly support those around them.

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“Despite the high levels of stress and mental health challenges reported throughout the survey, so few HR professionals are accessing mental wellbeing support themselves. If HR professionals are not accessing support, are their colleagues?”

More than a third (38%) of HR professionals said they were thinking of leaving the profession. 

HR professionals who felt supported were less likely to suffer burnout, anxiety, depression, or take sickness absence, and were less likely to consider leaving the job. 

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Dr Jo Burrell, clinical psychologist, co-founder of Ultimate Resilience and co-author of the report, said: “After three years of data, one message has become impossible to ignore: this is not a temporary wobble or the aftermath of a difficult period – this is a sustained pattern of psychological strain within the HR profession. 

“Too many HR professionals are navigating significant pressure, competing demands and emotionally complex situations without the level of support that the role now requires.

“What gives us hope is that the data also points us towards solutions.”

Burrell added: “Support consistently emerges as a powerful protective factor. 

“But support cannot simply mean signposting someone to an EAP or reminding people to practise self-care. 

“Given the complexity and demands of modern HR roles, organisations should be thinking much more seriously about robust, evidence-based approaches – including psychologically informed reflective spaces, such as HR supervision. to help HR professionals process complexity, make difficult decisions and sustain wellbeing over time.”

Iain Laws, CEO, health and benefits at Everywhen, said: “The HR Mental Wellbeing Report 2026 highlights a critical gap between the mental health needs of HR professionals and the support they receive. 

“Employee wellbeing and benefit programmes play a pivotal role in addressing this challenge, so it is notable that only a minority of HR professional make use of the support which is available from their employers. 

“This highlights an ongoing need and opportunity in three key areas.”

Laws added: “Firstly, to ensure current benefit offerings align with the unique needs of HR professionals, including access to tailored mental health support and structured supervision. Secondly, to develop clear communication strategies to increase understanding and uptake of benefits among HR teams. 

“Finally, to implement proactive, integrated wellbeing initiatives that reduce stress, build resilience and support sustainable workloads. 

“These three things will make a tangible difference to the wellbeing of HR professionals and will ultimately benefit their overall businesses as well as their workforces.”

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