According to the 2025 edition of HiBob’s HR Health Check Report, which presents the results of a survey of 600 HR professionals in the UK, the most emotionally demanding parts of the job are supporting employee wellbeing and burnout (42%), managing constant change and uncertainty (40%), and balancing business pressures with employee needs (36%).
More than half (59%) of survey respondents reported facing higher emotional strain than a year ago.
However, more than half (53%) of senior HR professionals now report directly to the CEO, and a further 54% feel more empowered to challenge or advise the C-suite on people decisions than a year ago. The majority of HR professionals (88%) say that business leaders view the HR function as important to the organisation’s success.
HiBob’s findings highlight the importance of HR professionals recognising that, while their role is centred on supporting employee wellbeing, they themselves are part of the workforce too, said Vicky Walker, chief people officer at health insurance agency Westfield Health.
She stressed: “As emotionally demanding responsibilities continue to grow, it’s vital that HR professionals receive the same tailored support they work so hard to provide.”
Walker suggested that HR can take the same duty of care they apply externally, internally, through regular wellbeing-focused reviews that allow HR to use their skillset for their own benefit.
HR spends their time nurturing their teams’ wellbeing, navigating crises and generally absorbing the stress and emotions of others, Laura Fink, HiBob’s people and culture director. It’s easy for HR to “overlook the emotional load they carry themselves”, she continued.
HR needs the permission to set boundaries, share responsibility with leaders and prioritise psychological safety, Fink added, explaining that “due to the high emotional strain HR leaders face, [HiBob’s] data doesn’t surprise me, but it does highlight the importance of creating a culture where HR is supported.”
Walker highlighted: “A healthy, supported HR team will always have a positive ripple effect on the wider organisation, reinforcing the clear link between people strategy and business performance shown in the data.”
HR should ensure that they are making full use of the benefits available to them, including health cash plans, private health insurance and mental health support, she said.
To make support for HR possible, Fink advised that “HR needs tools and resources that genuinely lighten the load,” like AI-powered systems that reduce administrative burden and provide clear, reliable people insights that can free up HR to focus on connection, culture and performance.
“There’s also real value in dedicated wellbeing support for HR, such as coaching, peer communities, and confidential spaces to process the emotional demands of the role,” she added.
HiBob’s latest HR Health Check Report report draws on findings from a survey of 600 HR professionals in the UK, conducted in October 2025.
