Industry
University staff wellbeing: a guide for higher education leaders
Universities across the UK are under significant pressure. Financial challenges, restructuring, rising student support needs and heavy workloads are affecting academics, researchers and professional services staff alike. When staff wellbeing suffers, so do teaching, research and the student experience.
This guide is for vice-chancellors, HR directors, heads of school and wellbeing leads. It explains what is affecting staff wellbeing in higher education and the practical steps universities can take to support their people through a period of change.
Key takeaways
The workforce is shrinking: The number of academics working in UK universities fell for the first time on record in 2024/25, to 244,755. More academics left than joined (43,050 leavers against 40,755 starters) (HESA, 2026).
Financial pressure is widespread: 36% of English universities reported a deficit in 2024/25, and the Office for Students expects more than 40% to face shortfalls in 2025/26 (OfS, 2026).
Workloads are intense: 79% of university staff say they need to work very intensively often or always (Education Support, 2021).
Stigma stops people seeking help: 59% of university staff feared being seen as weak if they asked for support.
Change needs careful handling: Restructuring and redundancy programmes put staff under particular strain, including those who stay.
Why staff wellbeing matters in higher education
University staff are central to everything a university does, from teaching and research to student support and operations. When they are stressed, overworked or anxious about their future, it shows up in absence, turnover, lower morale and, ultimately, the student experience.
With many universities reducing staff numbers to manage costs, the people who remain are often taking on more work at a time of great uncertainty. Supporting their wellbeing helps protect specialist talent, keep services running and maintain trust during difficult decisions.
What affects university staff wellbeing?
Financial pressure and restructuring
Falling international student numbers and rising costs have pushed many universities into deficit. Restructures, voluntary severance schemes and redundancies create uncertainty for everyone, not just those directly affected.
Workload
Academics often balance teaching, marking, research, administration and pastoral responsibilities. When colleagues leave and aren’t replaced, their work is shared among those who remain. Professional services teams face similar pressures.
Growing student support needs
Staff are increasingly supporting students with mental health difficulties, financial hardship and personal crises. Personal tutors, student services teams and academic staff can find this emotionally demanding, especially without training or support.
Job insecurity and short-term contracts
Fixed-term and hourly paid contracts, particularly for early-career researchers and teaching staff, can make it hard to plan for the future and add to anxiety.
Pressure to perform
Research targets, funding applications, student satisfaction and league tables all create pressure. Many staff work evenings and weekends to keep up.
Stigma
Many university staff worry that asking for help will be seen as a weakness or affect their career, so they keep going until problems become serious.
Signs that university staff may be struggling
Look out for:
Exhaustion, low energy or seeming overwhelmed
Withdrawing from colleagues or meetings
Missed deadlines or falling behind on marking and research
Irritability, cynicism or loss of motivation
More frequent short-term absence
Comments about not coping, or about leaving academia
A change in behaviour is a good reason for a private, supportive conversation.
What are universities’ legal duties?
Universities have the same legal duty as any employer to protect the health, safety and welfare of their staff, including their mental health. Under health and safety law, they 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.
Universities must also make reasonable adjustments for staff whose mental health condition counts as a disability under the Equality Act 2010.
How universities can support staff wellbeing
Handle change with care
During restructuring, communicate clearly and regularly, explain the reasons for decisions and give realistic timescales. Make sure staff know what support is available, both for those at risk and for those who remain.
Review workload
Use workload allocation models fairly and transparently, and check that they reflect the real time tasks take. When roles are cut, be clear about what work will stop, not just who will pick it up.
Support staff who support students
Give personal tutors and student services teams training, clear referral routes and access to supervision or debriefs. Supporting distressed students can take a heavy emotional toll.
Train line managers
Heads of department and team leaders need the skills to spot the signs of stress, have supportive conversations and signpost help. Our HR advice for managers can support leaders with more complex situations.
Tackle stigma
Senior leaders who talk openly about wellbeing make it easier for staff to ask for help. Make it clear that support is confidential and that using it won’t affect anyone’s career.
Support early-career and fixed-term staff
Make sure researchers and staff on short-term contracts have the same access to support as permanent colleagues, and provide clear information about career development and contract renewals.
Offer confidential, independent support
Even where a university has in-house occupational health or counselling services, some staff prefer independent, confidential support. An Employee Assistance Programme (EAP) available 24/7 gives staff somewhere to turn at any time, including during periods of change.
For a wider framework, see our step-by-step guide to building an employee wellbeing strategy.
How Wisdom Wellbeing supports universities
Our higher education EAP supports academics, researchers, professional services staff and leaders. It provides:
24/7 confidential counselling and emotional support
Support for staff through restructuring and organisational change
Critical incident support after distressing 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 higher education or book a free demo.
Frequently asked questions
What affects university staff wellbeing?
Common factors include financial pressure and restructuring, heavy workloads, growing student support needs, job insecurity, short-term contracts, pressure to perform in research and teaching, and stigma around asking for help.
How can universities look after staff wellbeing during restructuring?
Communicate clearly and regularly, explain the reasons for decisions and give realistic timescales. Offer confidential support to everyone affected, including staff who remain, and be clear about what work will stop as well as who will take on remaining tasks.
How can universities reduce academic workload?
Use fair, transparent workload allocation models that reflect the real time tasks take, remove unnecessary administration and stop low-value work when roles are cut. Involving staff in deciding priorities helps changes stick.
What legal duties do universities have for staff mental health?
Universities must assess and reduce the risk of work-related stress under health and safety law, and make reasonable adjustments for staff whose mental health condition counts as a disability under the Equality Act 2010.
Related articles
How to build an effective employee wellbeing strategy
Staff wellbeing in further education: a guide for colleges
Sources
HESA staff data reported by Times Higher Education, February 2026
GOV.UK, Higher Education Staff Statistics: UK, 2024/25
Office for Students financial sustainability report, reported by The PIE News, May 2026
Education Support, Supporting Staff Wellbeing in Higher Education, October 2021
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.
