In today’s rapidly changing world, loneliness has emerged as a significant societal challenge and health risk. A strong link exists between loneliness and overall health. Those reporting fair or poor health often experience significantly higher levels of loneliness. Conversely, loneliness doubles the likelihood of someone perceiving their health as fair or poor, often hindering their ability to manage existing conditions.  

While it has always existed, its prevalence has increased in recent years due in part to a global pandemic, economic uncertainty and social and political strife, with key determinants of loneliness including a lack of connectivity, social support and interaction, poor mental and physical health and a lack of balance in one’s daily activities.  

Studies show that certain demographics are more likely to experience loneliness. Single parents for example, who often have to juggle the demands of childcare with limited social opportunities, experience higher rates of loneliness. Our latest research shows that many young adults born between the 1990s and early 2010s, those in Gen Z, are feeling ill-equipped to manage everyday workloads – a side effect of burnout, disengagement, unclear communications and lack of management support, or connection.  

Chronic health conditions can further exacerbate feelings of loneliness. Individuals with three or more chronic conditions, especially depression or anxiety (72%) and stroke survivors (66%), are more likely to report loneliness. A staggering 91% of those experiencing loneliness also report a lack of companionship. These conditions often create societal barriers that limit participation and foster stigma, intensifying feelings of isolation and attendant health risks. 

Addressing this growing epidemic requires a multi-faceted approach that tackles both individual and societal factors, promoting connection, reducing stigma, and improving access to support and resources.  

Beyond the Numbers: Understanding Loneliness in Your Workforce 

While every individual experience is unique, data and lived experiences can often tell us which demographics may require additional support. The ongoing rise in generational loneliness. In fact, the 2023 Vitality study categorises Gen Z adults as the most lonely demographic. Additionally, single parents with children under 18 also represent a vulnerable demographic, with 71% experiencing loneliness compared to 57% of those in relationships.* 

By leveraging insights from research and understanding these demographic vulnerabilities, employers can have a vital role in countering loneliness and adverse mental health, promoting positive cultures and inclusive benefits that address the root causes of loneliness and foster a sense of belonging for all employees.  

Creating a Culture of Connection 

Social connectivity is paramount. Individuals crave a sense of belonging and connection to a wider purpose. Without it, they feel lost, disconnected, and isolated. This is especially critical given the decline of traditional social structures, leaving the workplace as a primary social hub for many. As such, employers have a unique opportunity to foster a sense of community and belonging within the workplace.  

Given the evolving workplace and the increasing recognition of the significance of employee vitality and well-being, a multifaceted, people-centric approach is crucial. A one-size-fits-all strategy simply won’t address the complex nature of loneliness. Employers must embrace a proactive, whole-person health strategy that recognises the vital role social connection plays in overall well-being. 

The global workforce is increasingly looking to their employers to be there for them in the moments that matter – this includes fostering a positive culture that recognises the interconnectedness of physical, mental and social health.  

The pandemic accelerated a shift in employee expectations, with individuals now seeking employers who prioritise their holistic well-being and offer robust, inclusive support. To create a health care strategy that evolves alongside employee needs, employers must build a system that responds to these changing demands. Employers can help support workers impacted by loneliness or other mental health issues by including the topic in management training, encouraging daily goals, regularly providing feedback, nurturing a positive mindset and encouraging daily physical exercise. Additionally, by focusing on preventive care employers can empower their workers to achieve higher levels of vitality.  

Providing inclusive and safe spaces for employees to connect and share experiences is key to helping to build vitality and decrease loneliness. This benefits not only employees but also employers, as increased vitality and well-being is linked to higher productivity. 

By prioritising social connection and whole-person health and well-being, employers can create a supportive environment that combats loneliness, boosts employee morale, and ultimately drives organisational success. 

Putting People First 

Employees want to work for organisations whose values align with their own and offer a comprehensive suite of benefits that extends beyond traditional offerings and includes mental health support, flexible work arrangements, and accessible wellness resources. Employers must also address the unique challenges of different work models. While in-person/hybrid models can foster connection and increase vitality, remote workers may require additional support, such as virtual team-building and regular check-ins. By investing in these initiatives, employers create a supportive environment that benefits both individuals and the organisation, leading to increased engagement, reduced absenteeism, and a healthier, more productive workforce. 

Promoting preventative care through education and incentives empowers employees to prioritise their well-being and can reduce chronic health conditions which have been shown to increase the feeling of loneliness. Providing clear information about benefits and encouraging their use fosters a proactive workplace culture focused on vitality. 

By strategically investing in these initiatives, employers can create a supportive and inclusive environment that fosters connection, promotes well-being, and ultimately benefits both individuals and the organisation through increased engagement, reduced absenteeism, lower healthcare costs, and a healthier, more productive workforce that positively impacts an employer’s bottom line. 

*Research from the Cigna Group