In 2025, stress and anxiety related to work (such as pressures of overwork and uncertainty of the future) was cited by employers as their main concern for three out of four generations in the workplace:

• Baby-boomers: 34%
• Gen X: 36%
• Gen Z: 38%

Gen Y (Millennials)

However, employers believe that stress and anxiety related to home life – such as caring responsibilities, managing difficult relationships, etc. is the biggest health and wellbeing issue for Millennials (Gen Y) at 43%, and that this generation is also more affected by stress and anxiety relating to finances (42%) than they are about stress related to work (38%). 

Comparison to 2024

Despite employers’ biggest concern for their staff this year being stress and anxiety related to work, the overall levels are somewhat lower than they were in 2024 where this was cited by 40% of employers for Baby-boomers, 40% for Gen X, 44% for Gen Y (Millennials), 39% for Gen Z.

Stress and anxiety related to finances and debt

Interestingly, although employers don’t believe most of their staff are as worried about finances and debt this year, in comparison to other health and wellbeing issues, there has been a significant increase in employer concern on this issue between 2024 and 2025 across three generations:

• Baby-boomers: 18% in 2024, 25% in 2025
• Gen X: 28% in 2024, 32% in 2025
• Gen Y (Millennials): 35% in 2024, 42% in 2025
• Gen Z: 33% in 2024, 33% in 2025

Employee views

When employees were asked directly about their biggest concerns for their own health and wellbeing, this year (2025), Baby-boomer, Gen X, and Gen Y (Millennials) all cited serious ill-health (such as cancer or heart disease) as their main concern, with Millennials also jointly concerned about stress and anxiety related to finances and debt, and Gen Z most concerned about stress and anxiety related to their work.

GRiD research has been monitoring generational trends for many years. Although both employers’ and employees’ concerns evolve annually and are often shaped by changing external factors, an employer’s approach to supporting staff does not need to radically change year on year, but they should be considered when employers evaluate how to support their staff best. They should also ensure employee benefits are comprehensive and inclusive, and designed to support all employees across a wide range of issues.

Employee benefits for all generations

While GRiD recognises that some employee benefits can be tailored for specific groups, it's wise to maintain a core offering that addresses the needs of most employees most of the time. Group risk benefits – employer-sponsored life assurance, income protection, and critical illness cover – provide this foundation. These long-established benefits play a key role in helping employers support staff of all generations across physical, mental, financial, and social wellbeing.

Katharine Moxham, spokesperson for GRiD, said: “Employees often face multiple concerns simultaneously, and these challenges rarely exist in isolation, as stress in one area of life often affects others. Regardless of the nature of their worries, employers should remain consistent in providing support for all staff, whether they are young or young at heart.”

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