In the UK, the professional and financial services industries are amongst the country’s largest, employing 2.5 million workers and generating 13% of the UK’s entire economic output in 2023.
Careers in finance, consulting, IT or other professional services can offer varied roles, flexibility, and strong earning and development potential. However, many roles are high pressure, high stakes and high expectation, which can create stressful environments and longer hours that harm work-life balance. Therefore, workers can be exposed to a greater risk of mental health challenges.
In this article, we’ll explore these unique challenges, the mental health toll they can create, and actions that promote a culture of mental health safety for colleagues and even clients.
The Mental Health Problem in Professional Services
Concerns about mental health in professional services are backed up by the numbers. In a UK survey of those in law/legal roles, almost 70% of respondents reported mental health difficulties that year. Sixty percent experienced anxiety symptoms often or continuously, and almost a third experienced depression.
Elsewhere, stress or burnout is reported to be 36% more likely among accountants than other professions, according to Caba, with 43% constantly or regularly feeling burnt out. Reasons include long hours, high financial stakes, complex work and even the threat of AI.
Worryingly, evidence suggests professionals may not always reach out. One study found that out of 182 legal professionals with mental health concerns, roughly 50% sought support, which may stem from stigma. 48% of accountants surveyed feared they would be treated differently if they admitted to burnout, anxiety or depression, and many worried it would harm career progression.
This is particularly concerning considering long NHS wait times. With the average person spending around 90,000 hours at work over their lifetime, the workplace is a vital factor in mental health.
As we have previously reported, awareness is only the first step. Action is needed to truly support employees.
How Can Employers in Professional Services Act Against Poor Mental well-being?
Little can be done if employees don’t feel safe admitting they need support. This is a matter of culture: the shared values, beliefs, behaviours, attitudes and environment of a workplace.
Culture won’t change overnight, but can be shaped through meaningful actions and open conversations led by senior leaders and reinforced by people managers.
All initiatives should be purposeful, not performative. Offering support services isn’t enough if employees don’t feel safe using them.
Here are practical actions professional services employers can take, many of which our partners at the Danbro Group have found beneficial.
Show a Top-Level Dedication to Breaking Down Stigma
Mental health at work shouldn’t be taboo, yet often is – particularly in high-roles. Challenge this by building mental health awareness and support routes into onboarding, rather than waiting for employees to ask.
Leading by example also helps. In environments where progression is competitive and appearing ‘weak’ can feel risky, appropriate vulnerability from leaders can make it safer for employees to speak up.
Work-Life Balance
A healthy work-life balance allows employees to prioritise both their career and their personal life. A healthy work-life balance, can have a significant impact on overall wellbeing and productivity’.
There are a few ways employers can encourage this:
- Flexible working hours: Flexi-time lets employees choose, within reason, when they start and finish. It can support childcare, commutes and personal preferences, and can allow overtime to be accrued and taken later for appointments, helping employees prioritise health and wellbeing. It does require trust and oversight to keep workloads covered.
- Volunteer days: Reward volunteering or charity work by letting staff earn a day off for giving their time outside work.
- Ensure holidays are taken: A competitive allowance doesn’t always mean people take it, especially if workloads feel unmanageable or they fear returning to a backlog. To reduce this risk, plan resources properly. If taking leave increases stress, you may need more resources.
- Enforce working hours: It can be easier to switch off when employees don’t have the ability to work beyond agreed hours. Restrict access to work emails, software or files after a certain time – an approach that can also support cybersecurity.
- Keep work and personal devices separate: Limit work software and files to company devices so staff can switch off more easily and avoid taking work home.
Bring Teams Closer Together
Encouraging teams to spend time together beyond work can build connection and make it easier for colleagues to support each other.
Even when surrounded by colleagues, people can feel lonely, reducing mood, and making them less likely to seek help. When teams form genuine connections, changes in behaviour are more noticeable, and individuals may feel safer confiding in someone they trust.
Provide Active Support
If you have a supportive culture, people are more likely to use the help available. Support routes you can offer include:
- Mental Health First Aiders: An MHFA is trained to spot signs of poor mental health, listen without judgement, and signpost professional support. They aren’t therapists; they’re a point of contact when someone needs help. MHFAs can support colleagues during crises like panic attacks, and encourage action before issues escalate – particularly valuable in high-pressure professional services settings.
- Workplace listeners: Workplace listeners support mental health through empathetic conversations and active listening, not just in crises. Sometimes an employee dealing with difficulties at home simply needs space to talk. Having listeners in place can normalise sharing challenges and help build a more open, supportive culture.
Support Your Network
A culture of mental health support doesn’t have to stop with your own staff. If someone in your wider network is struggling, consider how you might extend support. There’s only so much you can reasonably do, but Danbro have been able to support contractor clients through welfare calls, access to their MHFAs, or simply being available to talk.
Conclusion
Workforces in professional services may face a heightened risk of stress and burnout. Some pressure is inevitable in roles like finance and law, but with a committed, empathetic approach and meaningful actions, you can build a culture of mental health safety at work.