If you work in HR, this might sound familiar
Long hours. Emotional exhaustion. Feeling like the fixer for everyone else’s problems all while quietly burning out yourself.
The 2025 HR Mental Wellbeing Report by Ultimate Resilience and Towergate Employee Benefits confirms what many in the profession already know: HR is struggling.
This year’s findings, based on responses from over 1,400 HR professionals, reveal a profession in crisis and one that’s often overlooked when it comes to its own support needs.
Let’s unpack the findings, why they matter, and what employers can do next.
The stark statistics: mental wellbeing in HR
- 75% of HR professionals experience anxiety symptoms
- 63% are very likely to be burned out
- 87% say they don’t feel sufficiently supported at work
- 42% are considering leaving the profession altogether
And these aren’t just “bad days.” For many, the symptoms meet the clinical threshold. These are eye-watering numbers and they point to more than just a bad week, it’s a profession-wide wellbeing emergency.
Emotional labour: the invisible weight
So what’s driving this?
One answer is emotional labour. HR professionals are constantly required to suppress or manage their own emotions in order to support others, especially in situations involving redundancies, grievances or trauma.
It’s the emotional equivalent of running on a treadmill while trying to help someone else tie their shoes. Over time, it takes its toll.
In the words of David D’Souza from CIPD:
“This is not a case of HR professionals being unable to cope—what is expected of them is unrealistic.”
What’s making it worse?
The top three stress drivers cited by HR professionals were:
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Excessive workload (50%)
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Poor management (41%)
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Lack of support (29%)
Many respondents shared comments like:
“I work 50+ hours a week just to stay afloat.” “Decisions are made without us. Then we’re left to clean up the mess.” “I feel completely alone.”
Others flagged toxic workplace cultures, lack of recognition, and compassion fatigue as further weight on their shoulders.
This is not a sustainable way to run a vital business function.
Why this matters (even if you’re not in HR)
HR burnout doesn’t just affect HR.
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It leads to higher attrition and absence across the board
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It undermines organisational change and culture-building efforts
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It weakens the very systems designed to support employee wellbeing
Put simply: when HR breaks down, it creates cracks across the entire organisation.
What needs to change?
The report proposes a multi-level model for change. Here’s what it means in practice:
At the Organisational Level:
- Design jobs and workloads that are sustainable
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Build embedded support systems, not just one-off wellbeing initiatives
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Treat HR as a key part of resilience planning, not an afterthought
At the Individual Level:
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Encourage HR professionals to access support (including EAPs, coaching or HR supervision)
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Create time and space for personal wellbeing routines
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Reduce stigma around mental health within HR teams
At the Professional Level:
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Advocate for industry-wide mental health standards in HR
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Offer training on psychological wellbeing and self-leadership
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Make structured support (like peer networks or reflective supervision) a norm
Practical support: what can be done today?
Whether you’re in HR or lead a team, here are some immediate actions:
- Use employee benefits – EAPs, resilience training, or HR-specific coaching
- Get supervision – Especially for emotionally complex work
- Don’t wait for burnout – Schedule check-ins and rest like you would a meeting
- Share the load – HR doesn’t need to do everything alone
- Advocate upward – Make the case for more systemic support, using the data
A call to Business Leaders: take this seriously
Supporting HR isn’t a “nice to have.” It’s a business-critical investment. In the report, those who felt supported were less likely to be off sick, and less likely to be thinking of leaving.
If you’re a CEO, MD, or senior leader, ask yourself:
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When did you last check in with your HR team properly?
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Are they set up to thrive, or just survive?
As Perry Timms aptly put it:
“When HR is in trouble, who looks after them?”
Final thought
HR professionals are some of the most empathetic, resilient people in any business. But empathy doesn’t mean immunity.
It’s time to flip the narrative:
- HR shouldn’t just be the supporter—they should be supported.
- They shouldn’t just be the listeners—they should be heard.
- And they shouldn’t just survive the job—they should be able to grow in it.
So if you’re in HR: look after yourself. You deserve it.
And if you lead a team: don’t wait for a crisis. Start building the support your HR team needs now.
Let’s make “HR wellbeing” more than a buzzword. Let’s make it business-critical.