new year same stats

James Priestley
Jan 1
4 min read

January is one of the most pressured months for mental health in the workplace. While the New Year is often associated with motivation, fresh starts, and renewed goals, national data consistently shows a different reality for many employees. Levels of stress, anxiety, and low wellbeing frequently rise at the beginning of the year, particularly as people return to work after the Christmas period.

For HR teams in Leeds, this creates a clear and measurable challenge. Mental health concerns at work are not isolated or rare events. They are widespread, predictable, and strongly linked to workload pressure, financial strain, and limited access to timely support.

Mental Health at Work by the Numbers

UK data provides a clear picture of the scale of mental health challenges in the workplace.

The Health and Safety Executive reports that over 50 percent of all work related ill health cases are caused by stress, depression, or anxiety. These conditions account for millions of working days lost every year, making mental health one of the leading causes of long term absence across the UK workforce.

HSE data also shows that work related stress has continued to rise year on year, with workload demands, lack of control, and insufficient support cited as the most common contributing factors. For employers, this highlights that mental health is not only a wellbeing issue but a core operational risk.

Anxiety and Wellbeing Among Working Age Adults

National wellbeing surveys show that mental health challenges are particularly common among people of working age.

Data from the Office for National Statistics shows that a significant proportion of adults report moderate to high anxiety levels, with average wellbeing scores dropping during periods of financial pressure and increased work demand. These trends are most pronounced among working age adults who are balancing employment responsibilities with personal and financial pressures.

January is a peak point for both. The financial impact of Christmas combined with the return to full workloads creates a difficult start to the year for many employees. This overlap of stressors increases the likelihood of reduced focus, lower motivation, and emotional exhaustion.

Why January Increases Risk for Employers

Mental health difficulties at work rarely appear suddenly. Data shows they often build gradually over time.

Employees experiencing poor mental wellbeing are more likely to:

Continue working while unwell
Delay asking for help
Experience reduced concentration and productivity
Take longer periods of absence later in the year

The NHS highlights that early mental health support significantly improves outcomes and reduces the likelihood of issues becoming long term or severe. Delayed support, by contrast, increases recovery time and the risk of extended absence.

For HR teams, this makes January a critical point for early intervention rather than reactive support.

The Cost of Poor Mental Health at Work

UK government guidance makes it clear that poor mental health affects organisations financially as well as emotionally.

Workplaces with limited mental health support are more likely to experience:

Higher sickness absence rates
Increased staff turnover
Lower engagement and morale
Reduced productivity and performance

Government estimates show that poor mental health at work costs UK employers billions of pounds each year through absence, presenteeism, and staff turnover. These costs are often hidden but directly impact operational stability and long term growth.

Organisations that invest in employee wellbeing consistently report improvements in retention, attendance, engagement, and workplace culture.

Why Access to Support Matters

Awareness alone is not enough. Data shows that access to support plays a critical role in outcomes.

Employees are far more likely to seek help when support is:

Immediate
Confidential
Easy to access
Free from long waiting times

When support is delayed, many employees continue working while struggling, allowing stress and anxiety to worsen. Early access to mental health support reduces escalation and helps employees recover faster.

Turning Data Into Action for HR Teams in Leeds

Mental health challenges at work are not unpredictable. The data shows clear patterns, clear risks, and clear opportunities for prevention.

For HR teams in Leeds, the New Year presents a valuable opportunity to act early. By offering accessible mental health support at the start of the year, organisations can reduce risk, protect wellbeing, and support employees before pressure turns into burnout.

How VÕS HELP Supports Evidence Led Wellbeing

VÕS HELP is designed around the evidence.

Through the VÕS HELP HR support app, employees can access real time mental health support, removing the delays that often prevent people from asking for help. Support is available when employees need it most, not weeks later.

This approach supports: