High psychological stress in social and nursing professions

According to the latest DAK Psychreport 2024, employees in childcare, education and care belong to the occupational groups with the most psychologically related absences:

• Childcare & education: 534 days off per 100 insured persons
• geriatric care: 531 days off per 100 insured persons
• Health & Welfare: Mental illnesses account for 14% of all absences from work

These figures are significantly above the average for other industries. In addition to the high emotional burden, staff shortages, shift work and a high level of responsibility contribute to psychological stress.

Why are these professional groups particularly affected?

The reasons for the above-average number of absences in these occupational groups are manifold:

• High emotional demands: Dealing with people in need of help on a daily basis can be psychologically stressful.
• Permanent stress and work density: Staff shortages mean that many employees are reaching their limits.
• Minor rest breaks: In social and nursing professions, long shifts and little recovery time are often the rule.
• Lack of appreciation: Employees in these areas often receive little recognition for their work.

What can companies do?

In light of these alarming figures, companies should take targeted measures to prevent mental illness. This includes:

✅ Psychological risk assessment:

The psychological risk assessment (GBU Psyche) is an effective tool for systematically recording psychological stress in the workplace and taking targeted countermeasures. By identifying stress-related risks, preventive occupational safety measures can be developed that improve the well-being and performance of employees in the long term. Companies with a legally valid GBU psyche in accordance with §§5,6 ArbSchG not only fulfill their duty, but also contribute to reducing psychologically related absences and creating a healthier working environment.

✅ Occupational Health Management (BGM):

Comprehensive occupational health management (BGM) is a central component of preventing psychological stress. In addition to traditional measures such as ergonomic workplace design or exercise opportunities, the focus should be on mental health. Coaching offers, digital support tools, workshops on stress management, resilience promotion, etc. can help relieve employees in the long term.

✅ Open corporate culture:

Corporate culture also plays a decisive role: An appreciative, open and supportive work environment makes a significant contribution to identifying and reducing psychological stress at an early stage. Companies that promote a healthy feedback culture and transparent communication not only increase employee satisfaction, but also improve their productivity and attractiveness as an employer in the long term.

Conclusion: Take mental health seriously

The figures show that psychologically related absences are particularly high in some sectors, but the issue ultimately affects all occupational groups. Psychological stress can arise in any work environment, whether due to high performance pressure, poor work organization or lack of support. Companies should therefore invest specifically in prevention and support in order to protect the mental health of their employees in the long term. Because healthy employees are not only more efficient, but also happier and more motivated — regardless of their industry.

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sources

• DAK Psychreport 2024: https://www.dak.de/dak/unternehmen/reporte-forschung/psychreport-2024_57364.html
• Absence Report 2023 from the Scientific Institute of the AOK (WiDo): https://www.maennergesundheitsportal.de/aktuelles/aktuelle-meldungen/fehlzeiten-report-2023

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