Workplace Stress Statistics
Understand workplace stress with these key statistics.
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Workplace stress remains one of the most widespread and damaging issues affecting employees worldwide.
High pressure, chronic overload, and poor organisational systems are driving significant mental-health impacts, productivity loss, and safety risks across industries.
This roundup compiles the most important workplace stress statistics for 2026, giving you a clear, data-driven snapshot of the problem so you can benchmark your organisation and take practical steps to reduce work-related stress.
Overall Prevalence of Workplace Stress
44% of workers globally say they experienced “a lot” of stress during the previous day — the highest level ever recorded. [1]
55% of U.S. adults report feeling daily stress, one of the highest rates worldwide. [2]
80% of workers say they feel stressed on the job. [3]
77% of employees report stress related specifically to work demands. [4]
41% of global employees reported high stress in 2024 survey snapshots. [5]
Australia-Specific Stress Trends
34% of Australian employees say their mental health has declined over the past six months. [6]
37% report reduced engagement or belonging due to rising stress levels. [6]
More than 5 in 10 workers (≈50%) report experiencing “a lot” of stress at work. [7]
Australian workplaces lose an estimated 3.2 days per worker per year due to stress-related absence. [8]
Impact of Stress on Health & Daily Life
72% of people experiencing daily stress say it interferes with their day-to-day life. [9]
40% report persistent stress or excessive anxiety. [9]
76% of employees say work-related stress negatively affects their sleep. [10]
In unhealthy workplaces, 90% say stress disrupts sleep — compared to 44% in healthy workplaces. [10]
30% of workers with daily stress rely on medication to manage symptoms, and 28% have experienced a stress-related panic or anxiety attack. [9]
Economic & Productivity Costs of Workplace Stress
Workplace stress contributes to US$1 trillion in lost productivity globally each year. [11]
Stress, depression, and anxiety drive the loss of 12 billion working days annually worldwide. [11]
Australian businesses lose over A$10 billion annually due to stress-related absenteeism and presenteeism. [12]
Medibank data attributes more than 20 million sick days per year to workplace stress in Australia. [13]
How Stress Affects Work Performance & Retention
50% of workers say stress reduces their productivity and motivation. [14]
48% report high stress as a factor in considering a job change. [15]
Workers experiencing high stress are significantly more likely to disengage, withdraw, or reduce discretionary effort — contributing to “quiet quitting.” [7]
Reporting & Disclosure of Work-Related Stress
Less than half of employees suffering work-related stress discuss it with their employer. [16]
Many employees under-report stress because they believe nothing will change or because workload pressures are “normalised.” [16]
Workers frequently cite stigma, fear of judgment, or lack of psychological safety as barriers to raising stress concerns. [16]
Reference List
[1] Gallup – State of the Global Workplace
[2] MyShortlister – Workplace Stress Statistics Report
[3] MyShortlister – Workplace Stress Statistics Report
[4] Select Software Reviews – Workplace Stress Trends
[5] Forbes – Global Workforce Stress Snapshot 2024
[6] Bond University – Stress Levels in Australian Workplaces
[7] CPA Australia – Workplace Stress Findings
[8] Medibank – Cost of Workplace Stress in Australia
[9] ADAA – Workplace Stress & Anxiety Study
[10] SHRM / Sleep Foundation – Work Stress & Sleep Health
[11] WHO – Mental Health at Work Fact Sheet
[12] CANN Elevate – Economic Impact of Workplace Stress
[13] Medibank – Workplace Stress Cost Analysis
[14] Select Software Reviews – Impact of Stress on Productivity
[15] MyShortlister – Employee Stress & Turnover Insights
[16] Spill – Workplace Stress Reporting & Disclosure Statistics
Related Links
Answers to the frequently asked questions.
Our last EAP was barely touched. Why would this be different?+
Most EAPs go unused because of how they're accessed, not because staff don't need them. Phoning a stranger, explaining yourself, then waiting weeks is enough to stop most people before they start. Foremind removes all three steps: staff see real counsellor profiles, pick someone themselves, and book the same day.
If you already have a provider, the question worth asking is what your current utilisation is. Most traditional EAPs sit in low single digits, which means you're paying for cover your people aren't reaching. If yours is being used, staff can get seen quickly, and it covers your psychosocial obligations, there's no reason to move. If not, it's worth knowing what you're getting for the spend.
Do you offer 24/7 support?+
Yes. A 24/7 after-hours crisis line means staff can reach someone immediately at any hour, including nights and weekends.
Counselling appointments are also available outside standard business hours, so shift-based and on-call teams aren't limited to a nine-to-five window. Those are two different things, and it's worth checking any provider offers both rather than just the crisis line.
Are your EAP counsellors based in Australia?+
Yes. Every practitioner on the platform holds current membership with an Australian professional body and practises under Australian standards, codes of ethics and disciplinary frameworks. There are no offshore call centres.
Practitioners hold membership with the Australian Counselling Association, the Psychotherapy and Counselling Federation of Australia, or the Australian Association of Social Workers, along with a current Working with Children or Vulnerable People Check.
How much does an EAP cost?+
Pricing is usually per employee per month, based on total headcount rather than how many people use the service. Costs vary widely depending on whether sessions are bundled in and whether compliance tooling is included.
A more useful comparison is cost per employee who actually uses it. An EAP with 2% utilisation can work out several times more expensive per person helped than one that gets used. Foremind offers pay-as-you-go, inclusive session plans and compliance-inclusive plans, with discounted pricing for not-for-profits and charities.
For full breakdown of our plans, see our EAP pricing page or request a quote for a tailored proposal.
What information does an employer receive about EAP usage?+
Nothing that could identify anyone. All counselling is completely confidential and all reporting is anonymous - you'll never see who booked, when, or what was discussed.
What you do see is the aggregated picture: how many people are using it, what psychosocial risks are prevalent in the business, and which teams are under pressure. Enough to know the investment is working and where to act, never enough to identify a person. Reporting thresholds mean small teams can't be reverse-engineered from the data.
Does having an EAP meet an employer's psychosocial duty of care?+
No. An EAP is a control measure, and a valuable one, but it only addresses harm after it has occurred. It doesn't identify hazards, assess risk, or evidence that controls are working.
Australian WHS law requires you to identify psychosocial hazards, assess the risk, control it so far as is reasonably practicable, and review whether those controls are working — with documented evidence at each step. Offering counselling on its own leaves three of those four steps undocumented.
Foremind covers both in one platform. See how the compliance side works in our product tour.