WASHINGTON, D.C. — U.S. employees between the ages of 24 and 45 comprise over half (54%) of the workforce, and their needs are distinct from those of older generations. Specifically, millennials and Generation Z name mental health support as one of the primary benefits they seek from their employers. But 2025 survey data from the American Psychiatric Association found that only 20% of 18- to 34-year-olds are employed by organizations that offer mental health training to supervisors and managers.
With generous support from Takeda Pharmaceuticals, the American Psychiatric Association Foundation’s Center for Workplace Mental Health developed a solution: the Workplace Playbook and Resource Guide for Addressing the Needs of Early to Mid-Career Professionals. Created for use by HR leaders and people managers, the guide offers best practices for building trust with younger employees, demonstrating transparency, and clarifying the value of employee contributions to the organization’s overarching goals.
40% of surveyed 18- to 34-year-olds agreed that they worried about retaliation from their employers, up to and including being fired, if they took time off for their mental health. At the same time, 18- to 34-year-olds were more likely than any other age group to indicate that they often felt stressed at work (63%), often felt overwhelmed at work (75%), and – notably – often felt passionate about their work (70%). These findings underscore the need to support young employees’ mental health as a preventative measure that will balance their passion for the work and help them avoid burnout.
“Millennials and Generation Z are the future of work, and meeting their needs in the workplace today secures the successful outcomes of tomorrow,” said Betsy Schwartz, M.S.W., Director of the Center for Workplace Mental Health. “When we welcome conversations with our teams about mental health and work-life balance, we don’t just build stronger relationships with our employees one-on-one; we create longevity and stability for the entire organization.”
A few takeaways from the guide: Employers must be aware of the warning signs of potential mental health issues in the workplace; young professionals must be invited to participate in innovation activities that stand to make an impact on the broader organization (e.g., advisory boards); and employers who offer flexible work schedules and nontraditional benefits are likely to retain their talent for longer.
To learn more and download the Workplace Playbook and Resource Guide, visit workplacementalhealth.org/midcareerplaybook.