How to help ease the mental health crisis in millennials
The pressures of middle management, mortgages and childcare are fuelling a mental health crisis among 35-46-year-olds with a quarter of referrals for support now coming from this age group.
New data from Onebright reveals that between 2023 and 2025 nearly 25% of all referrals came from older millennials - a figure that has crept up by 1% each year as this generation struggles under mounting pressure from all sides, and despite more outlets of mental health support available.
The average age of employees seeking support is 37, with women (58%) more likely to access help than men (42%).
Referral rates are particularly high in sectors where millennials hold management positions, including real estate and property services (33% of all referrals), media and entertainment (33%), and recruitment and staffing (31%).
Engineering, manufacturing and construction has seen the sharpest rise in referrals – up 8% to 35% in 2025 compared with 2024.
Millennials are at a crunch point in life. They're likely to be managing teams at work while raising young children at home and dealing with the financial strain of mortgages or trying to get on the property ladder.
For this age group especially, that means recognising the unique pressures of being sandwiched between caring for children and parents while trying to perform at work and keep finances afloat.
Onebright’s data also shows that 67% of all the referrals it receives are assessed and diagnosed as stress, anxiety and depression – conditions that hit particularly hard for those in their late thirties and early forties managing competing demands.
Catching mental health issues early means employees are less likely to need extended time off work and recover more quickly. The key is spotting the warning signs – working longer hours without breaks, becoming impatient or withdrawn, difficulty concentrating, disrupted sleep, or changes in eating and exercise habits, for example.
Employers who understand the life stages their people are navigating can build targeted support that helps reduce absenteeism and presenteeism. When you're pulled in multiple directions, it’s likely that your mental health will suffer. We're seeing more people in their late thirties and early forties recognising they need professional support before they reach breaking point.
Further areas of support could include:
1. Developing the necessary skills
Preventing poor mental health developing is much more effective than waiting until people become ill. Creating a ‘mental health at work’ plan is a great place to start. In addition to developing mental health policies, revising corporate strategies on sick leave and health and safety should also be considered to weave the mental health advice throughout.
2. Communicating and motivating
Implementing training and new policies is of limited use if employees are unaware of them. It is important to communicate that support is available should they need it.
Equally, opening up communication channels between employees and managers is key to fostering a positive and constructive work environment. Working closely with employees to identify areas where they can make their own decisions and manage their own time is a good entrance to acknowledging one’s mental wellbeing at work.
Good communication will address and prevent mental ill-health exacerbated by work, reduce absences caused by mental health problems, and support employees with a mental health condition so they can thrive in a safe and trusted environment.
Managing stress, worry and uncertainty is extremely important. Regular company updates and check-ins will give employees the sense that they are not being left in the dark.
3. Setting achievable goals
Setting lofty goals is admirable and often the default for managers, but if they are unattainable they quickly become demotivating. By setting goals that are related to the job your team member does and are in their sphere of control, as well as that seem achievable is both motivating and relieves stress.
4. Set boundaries
Work-life balance is essential for happy and productive employees, but it is imperative to have clear boundaries in place to achieve this healthy working environment.
Employees who are productive in the long-term are fuelled by regular breaks, self-care and recreational time. By clearly structuring the timing of your organisation’s working hours, with the inclusion of regular breaks and annual leave for everyone, you will help your employees find a healthy work-life balance and prevent burnout.
Supplied by REBA Associate Member, Onebright
Onebright is a personalised on-demand mental healthcare company.
