Women, Work, and Mental Health
- Aurea Nova
- Oct 10
- 2 min read
Today, on World Mental Health Day, we’re reflecting on what it really means to build workplaces where women can thrive, not just survive.
But what do we know about mental health?
Well…enough to know it’s not just about feeling positive. It’s not something you fix with a bubble bath or an out-of-office reply.
We know that women are statistically more likely to experience anxiety, burnout, and depression. Not because they’re less resilient, but because they still carry much of the load that keeps families, workplaces, and teams functioning.
That’s why today, and every day, we’re focusing not just on individual self-care, but on the cultures, systems, and expectations that make it so hard for women to sustain wellbeing while they work.
The Numbers
In 2017, an independent review commissioned by the UK Government estimated that poor mental health among employees costs UK employers between £33 billion and £42 billion a year. That total was attributed to:
Absenteeism: time taken off because of stress, anxiety, or depression.
Presenteeism: being at work but struggling to focus, perform, or sustain energy due to poor mental health.
Staff turnover: people leaving roles due to burnout or stress, creating recruitment and training costs.
Of those, presenteeism accounts for more than half of the overall cost. It’s the least visible and most expensive part of the picture.
Since that review, the financial impact has only grown. Deloitte’s 2024 report estimates that poor mental health now costs UK employers around £51 billion each year, with presenteeism again the biggest factor (about £24 billion).
At the same time, MHFA England (2024) notes that work-related mental health issues cost the wider UK economy £57.4 billion annually, reflecting the combined effect of stress, absence, and lower productivity.
The Bigger Picture
Behind every statistic is a woman doing her best to show up, hold it all together, and keep the plates spinning.
And while the data proves what many already feel, it also points to a clear opportunity: to build workplaces that don’t just acknowledge mental health, but actively protect it.
That means leadership cultures that normalise rest and set the example. Showing that stepping back doesn’t mean falling behind, and that wellbeing isn’t a perk, it’s a necessary practice.
Too often, we treat annual leave as a lifeline; a chance to recover from exhaustion. Real balance means being well enough throughout the year that time off becomes something to savour, not escape into.
The goal isn’t to need time away to feel human again. It’s to build workplaces where people stay human while they work.
If you believe in building workplaces where ambition and wellbeing can coexist, join the Aurea Nova community and be part of redefining what thriving looks like.
Footnotes
Deloitte (2024) Mental Health and Employers: The Case for Investment – Pandemic and Beyond. Available at: https://www.deloitte.com/uk/en/services/consulting/research/mental-health-and-employers-the-case-for-employers-to-invest-in-supporting-working-parents-and-a-mentally-health-workplace.html
MHFA England (2024). Key Workplace Mental Health Statistics. Available at: https://mhfaengland.org/mhfa-centre/blog/Key-workplace-mental-health-statistics-for-2024
Bloom UK (2024). The Juggle: Women, Work and Mental Health. Available at: https://static1.squarespace.com/static/5f4e41c08fd9303dfd832ee8/t/65c4b5061f1d927c98b8cc29/1707390224528/Bloom_TheJuggle.pdf