Younger employees are shaping today’s workplaces in quiet but powerful ways. Gen Z is vocal about mental health, open about struggle, and unwilling to work in organisations that ignore wellbeing. Yet despite their honesty, stigma still exists. Many hesitate to speak up because they fear judgement, career impact, or being seen as “not strong enough”.
This tension has created a turning point for employers. Mental Health Awareness is no longer a seasonal reminder. It is a foundational part of workforce culture and a clear indicator of how safe employees feel at work.
Recent research reinforces this shift. A recent study by Delloite shows that 40 per cent of Gen Zs feel stressed or anxious most of the time, and many directly link their stress to work factors such as long hours, lack of recognition and micromanagement
In India specifically, more than 60 per cent of employees report higher sensitivity to stress compared to the previous year, and over 50 per cent say their mental health affects their productivity
Globally, 41 per cent of employees say they felt a lot of stress yesterday, showing that mental strain is no longer an exception but a daily reality.
In this blog, we explore why Gen Z is demanding better awareness at work, how organisations can respond through meaningful action, and what leaders must understand if they want to build a workplace where employees do not have to hide what hurts.
KEY TAKEAWAYS
- Why Gen Z pushes for stronger Mental Health Awareness
- How subtle stigma shapes their work experience
- What research says about stress, silence and burnout
- Why deeper workplace systems matter
- How EITHR’s Manager Sensitivity Training supports young employees
Why Gen Z Is Speaking Up About Mental Health
Gen Z grew up in a culture that normalised emotional expression. Therapy is common, mental health language is familiar, and openness is seen as a strength. When they enter workplaces that avoid these conversations, it feels out of sync with the world they know.
Research shows that younger employees are among the most affected by stress and burnout, with nearly half reporting emotional overload at work.
Many also worry they will be viewed differently if they ask for support, which creates a silent pressure that often goes unnoticed by managers.
What Stigma Looks Like in Today’s Workplace
Stigma is often subtle. It appears in everyday interactions that shape how comfortable people feel speaking about their well-being.
Normalising exhaustion
Many teams treat constant tiredness as part of being committed, which quietly teaches younger employees to hide how they feel. When struggle becomes the norm, they assume their concerns will not be taken seriously. Over time, they start believing that rest is a weakness rather than a healthy limit. This creates a workplace rhythm where silence becomes easier than honesty.
Avoiding check-ins
Managers sometimes skip well-being conversations because they feel unprepared or fear saying the wrong thing. This absence leaves Gen Z uncertain about whether it is acceptable to share emotional challenges at all. When check-ins are missing, younger employees interpret it as a sign that emotional concerns are unwelcome. This reinforces the idea that personal struggles should stay hidden.
Rewarding overworking
Employees who stay online longer or push past their limits often receive praise, even unintentionally. This makes younger team members believe that slowing down or asking for support might be viewed as a lack of drive. As a result, they try to match unrealistic expectations to prove they belong. This builds pressure that eventually affects confidence and engagement.
Lack of psychological safety
When the environment feels guarded or overly formal, Gen Z becomes cautious about expressing distress. Their willingness to open up is shaped by how leaders respond in everyday interactions, not only by formal policies. Even small reactions, such as a dismissive tone or rushed reply, can influence how safe they feel. Over time, this uncertainty leads them to keep concerns to themselves rather than risk being misunderstood.
👉 Our Take: Creating a workspace where younger employees feel comfortable sharing concerns depends greatly on everyday interactions. When managers grow more attentive to emotional cues and communicate with steadiness, teams experience a clearer sense of safety. This shift encourages openness, reduces hesitation and strengthens the overall culture.
What Gen Z Wants From Their Workplace
Gen Z expects organisations to treat mental health as a shared responsibility woven into culture, not an occasional initiative.
Visible leadership involvement
Young professionals look for leaders who speak honestly about wellbeing and encourage open conversation. When leaders model this behaviour, it signals that emotional concerns are taken seriously, not judged. This openness makes it easier for Gen Z to express what they need to stay balanced. It also helps create an atmosphere where people feel seen, not evaluated.
Practical skill-building
Gen Z values training that gives them clear tools to manage pressure, understand their emotional responses and communicate with confidence. They want support that helps them navigate fast-paced work, not just broad advice. Techniques that they can put into practice immediately feel more meaningful. Practical guidance also helps them develop habits that keep stress manageable over time.
» Understand what fuels stress among younger employees and how organisations can respond effectively. Learn more in Workplace Stress in Generation Z: What Drives It and How to Act.
Strong systems and policies
Clear structures around workload, time-off and communication help Gen Z feel that wellbeing is built into the organisation, not left to individual effort. Predictability and clarity reduce uncertainty and create trust. When policies match what leaders say, younger employees see that the organisation is aligned in its values. This consistency helps them work without fear of unspoken expectations.
Safe channels to seek help
Younger employees want pathways where they can speak up early without worrying about how it will affect opportunities or relationships. Knowing there is a private, supportive option encourages them to share concerns before they escalate. Clear communication around these channels builds trust in the process. It also reinforces the message that seeking help is responsible, not risky.
How Mental Health Awareness Strengthens Culture
Improving awareness benefits the whole organisation, not just younger employees.
- Engagement increases when people feel understood
- Collaboration improves when judgement is reduced
- Presenteeism drops when employees no longer hide burnout
- Retention strengthens, especially among new and young hires.
Awareness is the beginning of change, but it must be supported with consistent practices that reinforce safety.
Manager Sensitivity Training for Your Team
Help your managers build the skills they need to support young employees with confidence. This program focuses on empathy, early recognition of distress and everyday practices that make teams feel safe to speak up. Reach us at +91-9136130525 for a consultation. (9 am to 6 pm IST, Mon–Fri)
Frequently Asked Questions
How to celebrate Mental Health Awareness Month at work?
Introduce guided reflection circles, wellbeing talks, interactive sessions, peer-sharing spaces or expert-led workshops. Activities that encourage participation help employees feel more connected and supported
How to promote mental health awareness at work?
Include mental health in manager check-ins, share educational resources, strengthen policies around workload and provide access to supportive services. When communication becomes regular, awareness becomes culture.
What are the ideas for Mental Health Awareness Month at work?
Mindfulness practices, resilience workshops, digital detox activities, gratitude boards, wellbeing modules, open dialogues with leaders and storytelling spaces are all effective. Choose activities that match your team’s style and needs.
