Young adults working remotely report higher levels of loneliness than older workers, according to new research. The trend is growing, especially among those aged 18 to 24. Source: independent.co.uk.
Loneliness Rises Among Young Remote Workers
Among 18 to 24-year-olds, 47% said remote work makes them feel lonely — up from 42% in 2025. This increase shows a growing emotional challenge for younger workers.
For all adults, 34% said working alone leads to loneliness — a slight drop from 35% in 2025. Among those aged 45 to 54, only 28% reported loneliness from remote work. Just 18% of people aged 55 and over said the same.
These differences suggest age shapes how remote work affects emotional wellbeing. Younger workers may struggle more with social connection in virtual settings.
Young Workers Face Greater Mental Health Struggles
About 41% of 18 to 24-year-olds said poor mental health harmed their work performance over the past year — compared to 29% of all adults.
87% of young workers said they attended work despite having a mental health issue — nearly nine in ten. This is higher than the 70% rate across the general population.
35% of young workers aged 18 to 24 said mental health influenced their job quitting decision — double the 24% rate for all age groups. This shows a strong link between mental health and job stability.
Loneliness Trends Match Broader Data
ONS data shows 34% of people aged 16 to 29 feel lonely often or always — compared to 25% of all age groups and 22% of those aged 50 to 69. This confirms loneliness is a wider societal trend.
Experts Call for Workplace Change
Shazna Khanom, head of clinical mental health at Bupa, said: ‘As we await the final publication of the Alan Milburn review of young people and work, one thing stands out — we must create workplaces where young people feel connected, supported and able to thrive.’
Kelly Nicoll, former president of IOSH, said half of 18 to 24-year-olds find it harder to build relationships with colleagues through home or hybrid work. Over two-fifths fear fewer face-to-face meetings limit their growth. A third say they feel demotivated.
She recommends managers include regular check-ins, daily informal chats, and weekly one-to-one meetings. These should cover performance, health, safety, and career development.
Mental health risk management should be part of every workplace safety system. Practices must adapt to serve a multigenerational, hybrid workforce.
What This Means for Employers and Workers
Remote and hybrid work models don’t equally support all age groups. Younger workers face greater isolation and mental strain.
Employers must go beyond standard remote work. They need intentional strategies to build connection and morale.
For young workers, open communication and accessible support are essential. Mental health is not just personal — it is a workplace issue that needs proactive, inclusive action.
Sources & further reading
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