New findings from The Cigna Group reveal that anxiety in the workforce is directly impacting American employers, driving up overall health care spend, and impeding workforce productivity.
The prevalence of mental and behavioral health conditions has surged in the past five years, with anxiety emerging as one of the most pressing challenges facing today’s workforce.
New research from The Cigna Group has found that 30% of workers report having anxiety, whether diagnosed or self-identified. This condition is not only a personal health issue – it’s a business issue. Anxiety is linked to lower employee vitality, higher turnover, and increased health care costs. In fact, Evernorth Health Services claims data shows that individuals with anxiety account for $13.9 billion in medical, behavioral, and pharmacy costs.
Beyond health care spending, anxiety is a major driver of lost productivity. The World Economic Forum estimates that anxiety and depression contribute to 12 billion lost working days globally each year, costing $1 trillion in lost productivity. In the U.S., this translates to higher absenteeism, presenteeism, and turnover – especially among younger workers, who are more likely to leave jobs due to mental health concerns.
“As business leaders, we cannot afford to overlook the profound impact that chronic anxiety has on both our people and our organizations,” said Jason Youngblood, director of behavioral clinical account management at Cigna Healthcare. “Prioritizing mental health is not just the right thing to do – it’s a strategic imperative. By fostering a culture of understanding and support, we’re not only improving lives, but also strengthening our businesses through greater vitality, employee retention, productivity, and satisfaction.”
The hidden struggles of workers with anxiety
Anxiety doesn’t just affect health – it shapes how employees experience their work. While workers with anxiety are just as likely to receive promotions or take on new responsibilities, they often lack confidence in their abilities. Only 55% of employees with anxiety feel capable in their roles, compared to 70% of those without symptoms. This self-doubt contributes to a less positive employee experience and lower job satisfaction.
Burnout is also more common among employees with anxiety. Employees with anxiety are twice as likely to feel burned out, and 43% of all employees experiencing burnout say they plan to leave their job within a year – more than double the rate of those not experiencing burnout.
One of the most profound challenges for employees with anxiety is a sense of disconnect. These workers are more likely to feel misunderstood, excluded, and lonely at work. In fact, 61% of employees with anxiety feel lonely on the job, compared to 41% of those without anxiety. These feelings of isolation can erode workplace engagement and performance.
The research also shows that strong relationships with managers and coworkers are key drivers of workplace vitality. For employees with anxiety, feeling understood can significantly reduce stress and burnout while boosting confidence and motivation.
Supporting workers struggling with anxiety
While anxiety can be a deeply personal experience, the solutions to support affected employees don’t always require complex or costly interventions. In fact, most workers with anxiety can identify specific accommodations that would help them perform better – yet few request them.
The most desired accommodations are straightforward: flexible work hours, the ability to work from home, regular breaks, uninterrupted work time, and access to quiet or private spaces. These adjustments not only support focus and emotional regulation but also contribute to stronger job satisfaction and engagement. For example, employees who receive flexible work hours are significantly more likely to feel satisfied in their roles and go above and beyond in their work.
Actionable strategies for businesses: Prioritizing mental health for long-term success
To effectively support employees with anxiety and foster a thriving workforce, businesses must go beyond offering mental health benefits – they must embed mental well-being into the fabric of their workplace culture. This means creating an environment where employees feel safe, supported, and empowered to seek help when needed.
1. Invest in mental health benefits and support programs
Consider offering enhanced mental health benefits, such as wellness programs, employee assistance programs (EAPs), and digital mental health and wellness apps. Ensure employees are aware of all benefits and encourage utilization.
2. Cultivate a supportive culture from the top down
Promoting mental health awareness and educating managers to recognize signs of anxiety can reduce stigma and prevent misunderstandings.
3. Provide clear job expectations and consistent feedback
Ensure roles and responsibilities are well-defined and understood, set clear expectations and realistic deadlines, and provide regular and specific feedback.
4. Prioritize open communication and foster strong team relationships
Create a psychologically safe environment by prioritizing open communication, recognizing diverse work styles, celebrating individual and team accomplishments, and encouraging inclusive (but voluntary) social activities.
5. Ensure equitable access to meaningful and effective accommodations
Ensure employees are aware of the accommodations available to them and equip managers with the knowledge to support reasonable requests confidently and compassionately, so the process for requesting support is simple, confidential, and stigma-free.
“Employers can play a critical role in mitigating the impact of anxiety on their employees,” Youngblood said. “By investing in employee mental health through comprehensive benefits, a supportive workplace culture, and thoughtful policies and accommodations, employers can enhance employee vitality and drive organizational success.”
The rise of the anxious worker
View or download the PDF version of this report for an in-depth look at the impact of anxiety on the American workforce.