Loneliness At Work: How Employers Can Support Isolated And Disconnected Employees

In today’s increasingly remote and fast-paced work environments, loneliness at work is a growing concern that employers can no longer afford to ignore.

Whether it’s the emotional toll of prolonged remote work, lack of meaningful connections with colleagues, or feeling isolated in a busy office, workplace loneliness impacts employee well-being and business performance alike.

This guide explores how employers can identify signs of loneliness at work, understand its causes and implement practical strategies to build a more connected, inclusive, supportive workplace.

Who Is Affected By Loneliness At Work?

In short, anyone can be affected by loneliness. Loneliness triggers might involve bereavement or relationship breakdowns, moving to a new area or country, and social, community or workplace isolation. Those who are more predisposed to loneliness can include individuals with no friends or family, as well as minority groups and those who experience discrimination because of disability, race, gender or sexual orientation.

What Causes Workers To Feel Isolated?

For most, work occupies a considerable proportion of our daily lives. While those who work are less likely to feel lonely due to the structure, identity, and social connections work provides, Employers and loneliness, a government report on loneliness at work published in 2021, puts forward three key ways that loneliness can develop:

• Existing feelings of loneliness unrelated to work may be carried into the workplace
• Features of work may trigger or exacerbate loneliness
• The impact of work (stress and long hours) can spill over into our lives and isolate us from others.

The Cost Of Loneliness In The Workplace

Loneliness doesn’t just impact individual well-being; it has serious implications for business performance, too.

The Employers and Loneliness report estimates that loneliness costs UK employers £2.5 billion every year, primarily due to:

• Increased staff turnover
• Higher rates of absenteeism and presenteeism
• Reduced productivity and motivation
• Greater risk of burnout and disengagement.

Organisations can improve retention, morale, and overall team cohesion by proactively addressing workplace loneliness.

Loneliness And Mental Health In The Workplace

Loneliness is not a mental health condition in itself, but it is closely linked to mental health outcomes. Feeling isolated at work can contribute to stress, anxiety, and depression, especially for employees who already face mental health challenges.

According to the HSE, stress, depression, and anxiety accounted for around half of all long-standing work-related ill health in 2023/24.

Common workplace factors contributing to poor mental health include:

• Workload pressure
• Lack of managerial support
• Unclear expectations or lack of autonomy
• Feeling undervalued or excluded.

Creating a mentally healthy workplace starts with recognising the role that loneliness and isolation can play.

Related Reading: Five Ways To Support Mental Health In The Workplace

How Can Employers Tackle Loneliness?

Tackling loneliness at work requires more than just awareness; it demands proactive, inclusive strategies that prioritise connection, communication, and mental well-being across all levels of the organisation.

1. Embed Loneliness Awareness Into Wider Well-Being Strategies

According to the Employers and Loneliness report, organisations should begin by evaluating their overall mental health and well-being agenda. This includes reducing stigma and ensuring that awareness of loneliness is embedded into workplace policies from the outset.

Employers should recognise common triggers for loneliness, such as significant life events, long-term health conditions, workplace transitions, or the approach of retirement. Understanding these triggers enables businesses to offer targeted support and work collaboratively with employees to find effective solutions.

2. Support Remote And Lone Workers With Inclusive Policies

The rise in home working and lone working places greater responsibility on employers to prevent isolation, regardless of an employee’s location.

A well-developed lone worker policy should include the following:

• Clear expectations for regular manager contact
• Guaranteed inclusion in social events and training sessions
• Provisions for ongoing professional development and recognition

This ensures that lone workers feel connected and valued as part of the wider team.

Related Reading: What Is The Meaning Of Lone Working?

3. Provide Access To Mental Health First Aiders And Support Channels

Some employees may not feel comfortable speaking to their line managers directly. Mental health or loneliness champions, often trained Mental Health First Aiders (MHFAs), can act as accessible points of contact. These individuals are trained through nationally recognised courses to:

• Offer confidential support
• Signpost further help or resources
• Create safe, judgment-free spaces for discussion.

Employers should also ensure that Employee Assistance Programmes (EAPs) and helpline information are clearly displayed and regularly promoted. This gives workers anonymous ways to access help when they need it.

4. Use Toolbox Talks And Training To Promote Awareness

Toolbox talks are a practical way to share information across the workforce. They can be used to:

• Educate employees on different types of mental health challenges
• Encourage open conversations and reduce stigma
• Highlight available resources and internal support channels.

Managers can benefit from dedicated mental health awareness and training days that help them recognise the signs of loneliness or distress in employees and respond appropriately.

5. Follow HSE Guidance And Meet Legal Duties

In late 2021, the Health and Safety Executive (HSE) launched the Working Minds campaign. This initiative brings together resources to help employers foster positive mental health and reduce psychosocial risks, including loneliness.

As part of this campaign, the HSE reminds employers:

“No matter where people work, employers have a legal duty to assess the risks in the workplace, not just in terms of potential hazards and physical safety. They should also promote good working practices.”

Employers must treat mental well-being as seriously as physical safety, integrating it into health and safety policies and everyday operations.

Related Reading: FREE Mental Health Resources Guide for Businesses

Conclusion

To avoid a new health and safety crisis, there are increasing calls for risks to mental health to be treated with the same significance as risks to physical harm and injury. Committing to making a difference is the first important step for employers. 

Fostering an open, positive culture and ensuring that workplace policies and practices put employee well-being at their core will all reduce the risk of an employee suffering from loneliness.

Support A Connected, Mentally Healthy Workforce With Veriforce CHAS 

Through achieving the Common Assessment Standard, you can access risk management tools, policy templates and well-being guidance to help you reduce risks, including loneliness at work.

Get in touch today and take the first steps towards achieving the Common Assessment Standard with Veriforce CHAS.

Updated October 2025