Breaking the Silence: A Generational Spin on Mental Health in the Workplace
Mental health is no longer a backroom conversation—it’s a boardroom imperative. But how professionals approach mental health in the workplace depends greatly on the generation they belong to. From Baby Boomers to Gen Z, each cohort brings a different perspective, stigma, and openness to the table. The result? A fascinating, and sometimes conflicting, generational dialogue about emotional well-being at work.
The Data Speaks Volumes
Recent research shows the generational gap is more than a vibe—it’s measurable.
According to a 2024 APA Work in America survey, 76% of Gen Z workers report that mental health impacts their work performance, compared to just 37% of Baby Boomers.
A McKinsey Health Institute study found Gen Z and Millennials are 2x more likely than older generations to report feeling burned out “most days.”
And yet, only 31% of Gen X leaders say their company has a comprehensive mental health strategy.
This disparity creates a tension in how mental health is perceived and prioritized within organizations. Let’s break it down by generation.
The Generational Breakdown
Baby Boomers (Born 1946–1964)
Grew up in a “push through it” era. Mental health wasn’t discussed, especially not at work. Many Boomers still feel it's a private issue, and may misinterpret open discussion as oversharing or weakness.
“We didn’t talk about this stuff. You just got the job done,” said one Boomer manager in an SHRM focus group. “Now, I see younger employees ask for mental health days, and it feels foreign—but I’m learning.”
Generation X (Born 1965–1980)
Caught in the middle. Gen Xers often acknowledge the importance of mental health but lack the language or workplace culture to address it. They're more likely to lead teams and influence policy, but are still unpacking their own mental health norms.
Millennials (Born 1981–1996)
The “therapy generation.” Millennials are the ones who pushed the conversation forward, breaking stigmas and normalizing emotional transparency. They've demanded workplace wellness benefits and are leading the charge on mental health apps, coaching, and hybrid flexibility.
“My job has to support my mental health or it’s not worth it,” says Sara P., a 34-year-old marketing director. “I’ve quit roles before because leadership didn’t get it.”
Gen Z (Born 1997–2012)
Radically open. For Gen Z, our future workforce, mental health isn’t a benefit—it’s a baseline expectation. They’re fluent in the language of self-care, burnout, boundaries, and trauma. They’re also more likely to leave if those values aren’t reflected at work.
A 2023 Deloitte survey found that 46% of Gen Zs have left jobs due to mental health concerns.
The New Professional Currency: Psychological Safety
Across all generations, one idea is gaining ground: psychological safety—a workplace culture where people feel safe to speak up, show vulnerability, and be themselves without fear of negative consequences.
But psychological safety doesn’t look the same across generations. For Boomers, it might mean privacy and respect. For Gen Z, it means Slack messages that check in on mental health, openly taking therapy appointments, or company-wide mental health days.
Bridging the Gap
Leaders need to recognize and respect these generational perspectives. A few key steps:
Normalize the Conversation – Create space for all voices. Host panel discussions with employees from different generations sharing their views on mental health.
Flexible Solutions – One size won’t fit all. Offer multiple channels: EAPs, mindfulness workshops, coaching, and asynchronous mental health resources.
Model Transparency – When leaders talk about mental health (appropriately), it breaks the ice for others. If you don’t know how, sayhii can help.
“Mental health is the next frontier of inclusion,” says Dr. Lisa Orbé-Austin, a licensed psychologist and executive coach. “If your workplace doesn’t have space for that, it’s not really inclusive.”
Final Thoughts
Every generation has something to teach and something to unlearn. Mental health isn’t a young person’s issue or an old-school taboo—it’s a shared human experience. And in a workplace that values performance, retention, and authenticity, taking care of minds matters just as much as meeting goals.
The future of work isn’t just about AI, strategy, or upskilling. It’s about the courage to feel, to listen, and to build a workplace where everyone—no matter their generation—can thrive.
