New research released by Humankind conducted by NORC at the University of Chicago reports that younger American workers are experiencing stress in ways that are fundamentally different from and more disruptive than older workers today. Compounding this challenge, nearly half of working age adults report support systems in times of crisis, revealing younger workers face mounting pressures with less social support than older generations.
The report leverages data from a nationally representative survey of 1,121 American adults across all demographics, regions, and age groups to understand how quality of life factors—from emotional and physical health to financial security and social connection—impact workforce well-being and performance.
Key findings are below.
- More than three-quarters (79%) of Gen Z workers ages 18 to 29 say stress affects or distracts them at work with life stressors often or sometimes impacting their ability to maintain focus or concentration (66%), their motivation (69%), and their ability to make decisions or solve problems (61%), all of which rank highest among all age groups surveyed.
- Among 18- to 29-year-olds, top health concerns include exercise habits (24%), eating habits (23%), and sleep habits (20%), all of which they cite as workplace distractions.
- Gen Z respondents also cite financial stress as a top reported workplace distraction, and 43% would use employer-provided financial wellness support programs if provided.
- Stress levels are inversely correlated with age, with the youngest workers reporting the highest levels of stress across financial, emotional, and health domains.
- Nearly half (47%) of adults ages 18 to 59 have two or fewer people to turn to for help; nearly one in 10 workers ages 18 to 44 have no one.
- Older workers report relative satisfaction with employer support, while younger workers are seeking greater support across all categories measured.
- Women and lower-educated workers report higher emotional stress and lower support satisfaction.
The findings arrive as employers grapple with rising turnover, declining engagement, and the challenge of supporting an increasingly diverse, multigenerational workforce. With stress levels highest among younger workers who will comprise most of the workforce within the next decade, the research highlights growing pressure for employers to evolve their approach to employee well-being.
“What we’re seeing is a workforce in transition, with traditional support systems that aren’t keeping pace. Behind these statistics are real people struggling to focus at work because they’re worried about paying rent, or they’re making critical decisions while emotionally overwhelmed, or they simply have no one to call when life gets hard,” says Jaclyn Wainwright, cofounder and CEO of Humankind. “The quality of people’s lives directly impacts their ability to perform, and employers have both an opportunity and a responsibility to intervene proactively before stress erodes engagement, productivity, and retention. We need to rethink how we support the human condition at work.”
The data suggests that traditional approaches to employee benefits – passive programs that wait for workers to self-identify needs and navigate resources on their own – may not adequately address the employees who need support most. As the workforce shifts younger and social support networks erode, the gap between employee need and employer response may widen in the future. These findings align with emerging workforce strategies that emphasize proactive outreach and personalized support that connects employees to resources when they need them most, rather than waiting for individuals to seek help independently.
