Almost nine out of 10 HR professionals says they do not feel they are adequately supported at work, according research from Towergate Employee Benefits.
Towergate’s HR Mental Wellbeing Report shows that more than six out of 10 of these professionals are “very likely” to experience burn-out, with a further 15 per cent at risk of this.
In addition, around three-quarters (73 per cent) of HR professionals have symptoms of low mood and depression, with 44 per cent meeting the criterial for clinically significant symptoms of depression — this compares to just 16 per cent of the general population.
Towergate said it was clear that many of these professionals need input from a qualified mental health professional and trained counsellors, which could be provided through employee benefits.
As a result of this lack of support around 42 per cent of HR professionals said they were considering leaving the profession.
Towergate points out this is likely to have a serious impact on businesses as a whole as HR plays a critical role in supporting other parts of the business, not least with issues of staff wellbeing and support.
Towergate Employee Benefits head of wellbeing Debra Clark says: “We hope that this report will lead to more support for the 87 per cent of HR professionals who feel it is lacking and who are the backbone of support for all other employees in a business.
“It must not be a one-way approach, and businesses must make sure that the HR function can continue to do just that – function.”
She adds: “HR professionals face huge challenges, from managing redundancies to leading culture change and supporting others in crisis. With all this to contend with, often on decreasing budgets, it is not surprising that burnout is rife.
“However, it should be borne in mind that it is easier and cheaper to provide prevention rather than cure for burnout. Employers need to take action to ensure that HR receives the support it needs and doesn’t reach the critical stage.”
Towergate adds that digital solutions and platforms can ease the administrative burden of running employee benefit schemes, creating more time and space for HR. Some employee benefit policies, for example group risk, include dedicated HR support, such as policy writing and legislation queries, which can provide vital guidance. Health and wellbeing benefits can help reduce absenteeism, improve attrition rates and boost productivity, meaning a more stable workforce at work and — hopefully — fewer HR queries.
Clark concludes: “HR professionals are implementing wellbeing strategies for employees all the time, yet only 13 per cent of respondents say that feel ‘very’ supported in relation to their own mental health and wellbeing. It is vital that HR professionals are encouraged to ‘put on their own oxygen mask first’. If the support team is not supported, then the whole structure will collapse. But the support is available, HR just needs to put itself first for once.”
