Industry
Healthcare staff wellbeing: a guide for employers
Healthcare workers spend their days caring for others, often in difficult and emotional circumstances. Long shifts, staff shortages, high-stakes decisions and exposure to trauma all take their toll. When staff wellbeing suffers, so does patient care.
This guide is for NHS trusts, private hospitals, clinics and other healthcare employers. It explains the pressures healthcare staff face, the warning signs to look for and the practical steps employers can take to support their teams’ mental health and wellbeing.
Key takeaways
Burnout is widespread: 31.5% of NHS staff say they feel burnt out because of their work, up from 30.3% the year before (NHS Staff Survey 2025).
Mental health drives absence: Anxiety, stress, depression and other psychiatric illnesses are the most common reason for NHS sickness absence, accounting for 29.9% of all absence in May 2026.
Presenteeism is common: 56% of NHS staff have gone to work in the last three months despite not feeling well enough to do their job.
The sector is high risk: HSE data shows people working in health and social work have significantly higher rates of work-related stress, depression or anxiety than the average across all industries.
Support needs to fit shift work: Help must be available around the clock, not just in office hours.
Why staff wellbeing matters in healthcare
In healthcare, staff wellbeing and patient safety are closely linked. Exhausted, stressed or unwell staff are more likely to make mistakes, take time off or leave the profession altogether, at a time when many services are already short of people.
The scale of the challenge is clear. The NHS sickness absence rate was 5.0% in May 2026, up from 4.7% a year earlier. Mental ill health was the most common reason for absence, accounting for more than 680,000 full-time-equivalent days lost in that month alone. Supporting staff wellbeing is not only the right thing to do. It is essential to keeping services running safely.
What causes stress and burnout in healthcare?
Workload and staff shortages
Vacancies and high demand mean many healthcare staff regularly work beyond their contracted hours, skip breaks and cover extra shifts. Over time, this leaves little room for rest and recovery.
Long shifts and night work
Twelve-hour shifts, nights and rotating rotas disrupt sleep and make it harder to keep up with family life, exercise and social connections, all of which protect mental health.
Emotional demands and trauma
Healthcare staff regularly deal with serious illness, death, distressed patients and families, and traumatic events. Repeated exposure can lead to compassion fatigue, where caring for others becomes emotionally draining, and in some cases to symptoms of trauma.
Moral distress
When staff know what a patient needs but can’t provide it because of limited time, beds or resources, it can cause moral distress. This sense of being unable to do the right thing is a growing cause of burnout in the sector.
Violence and abuse
14.5% of NHS staff experienced physical violence from patients, service users, relatives or the public in the last year, the highest level in three years (NHS Staff Survey 2025). Verbal abuse is even more common, and both have a lasting effect on wellbeing.
Presenteeism and stigma
Many healthcare workers feel they can’t let colleagues or patients down, so they keep working when they are unwell. Some also worry that admitting to poor mental health could affect their professional registration or career.
Signs that healthcare staff may be struggling
Managers and colleagues are often the first to notice when someone is finding things difficult. Look out for:
Exhaustion, even after time off
Irritability, cynicism or withdrawing from the team
More mistakes, forgetfulness or difficulty concentrating
Loss of empathy or feeling numb towards patients
Frequent short-term sickness or lateness
Comments about not coping, not sleeping or dreading shifts
A change in behaviour doesn’t always mean someone is unwell, but it’s a good reason for a private, supportive conversation.
What are employers’ legal duties?
All UK employers have a legal duty to protect the health, safety and welfare of their employees, including their mental health. Under health and safety law, healthcare employers must assess the risk of work-related stress and take reasonable steps to reduce it. The HSE Management Standards provide a framework covering six areas: demands, control, support, relationships, role and change.
Under the Equality Act 2010, employers must also make reasonable adjustments for staff whose mental health condition counts as a disability.
How healthcare employers can support staff wellbeing
Make support available around the clock
Healthcare runs 24 hours a day, so wellbeing support must too. Staff working nights or weekends need the same access to help as those on day shifts. Confidential 24/7 support, such as an Employee Assistance Programme (EAP), means help is there whenever someone needs it.
Protect breaks and rest
Make sure staff can take their breaks, have somewhere quiet to rest and eat, and get enough time off between shifts. Design rotas that limit long runs of nights and give people time to recover.
Support staff after difficult events
After a serious incident, an unexpected death or a traumatic shift, staff need the chance to talk and recover. Structured support such as debriefs, peer support and access to professional counselling can help prevent longer-term problems. Approaches such as Schwartz Rounds and trauma risk management (TRiM) are already used in many healthcare settings.
Train managers and team leaders
Ward managers, clinical leads and supervisors are often promoted for their clinical skills. Training helps them spot the signs of stress, have supportive conversations and signpost staff to help. Our HR advice for managers can support managers with more complex situations.
Tackle violence and abuse
Make it easy for staff to report incidents, act on reports and offer support afterwards. Clear policies and visible leadership show staff that abuse is not part of the job.
Reduce stigma
Leaders who talk openly about mental health make it easier for staff to ask for help. Make it clear that seeking support is confidential and is seen as a sign of professionalism, not weakness.
Listen and act on feedback
Use staff surveys, team meetings and exit interviews to understand what is driving stress in your organisation. Then show staff what is changing as a result.
For a wider framework, read our guide to building a mentally healthy workplace.
How Wisdom Wellbeing supports healthcare employers
Our healthcare sector EAP is designed to fit the realities of healthcare work, including shift patterns, emotional demands and critical incidents. It gives staff:
24/7 confidential counselling and emotional support
Critical incident support after traumatic events
Computerised CBT programmes for stress, anxiety and low mood
Legal and financial information
Wellbeing resources through the Wisdom app
A management support line for leaders
Find out more about our EAP for healthcare or book a free demo.
Frequently asked questions
What are the biggest causes of stress for healthcare workers?
Common causes include heavy workloads and staff shortages, long shifts and night work, the emotional demands of caring for patients, exposure to trauma, violence and abuse, and moral distress when staff can’t provide the care they want to give.
What is the difference between burnout and compassion fatigue?
Burnout is exhaustion caused by long-term work pressure, such as heavy workloads and long hours. Compassion fatigue comes from the emotional cost of caring for people who are suffering, and can leave staff feeling numb or detached. Healthcare workers can experience both at the same time.
How can healthcare employers reduce mental health-related sickness absence?
Offer early, confidential support that staff can access at any time, train managers to spot the signs of stress, protect breaks and rest, and provide support after difficult events. Tackling the causes of stress, such as workload and rota design, is just as important as supporting individuals.
How can managers support staff after a difficult shift?
Check in with the team, give people a chance to talk about what happened and remind them of the support available. Watch for signs that someone is still struggling in the days and weeks that follow, and offer access to professional counselling where needed.
Related articles
Building a mentally healthy workplace: strategies for employers
How to build an effective employee wellbeing strategy
Sources
NHS Employers, NHS Staff Survey 2025: health and wellbeing overview, March 2026
NHS England Digital, NHS sickness absence rates, May 2026
HSE, Work-related stress, depression or anxiety statistics in Great Britain, 2025
Wisdom Wellbeing
Wisdom Wellbeing provides clinically led Employee Assistance Programmes to organisations across the UK and Ireland. Specialising in mental health and wellbeing, we publish practical guidance for employees, employers and business owners, including articles written by our counsellors to offer expertise from a clinical perspective. We also write for students at college and university who want to improve and maintain their mental wellbeing.
Support your employees with an EAP
With an Employee Assistance Programme (EAP) from Wisdom Wellbeing, we can offer you practical advice and support when it comes to dealing with workplace stress and anxiety issues.
Our EAP service provides guidance and supports your employees with their mental health in the workplace and at home. We can help you create a safe, productive workspace that supports all.
