Why is HR still putting their own wellbeing last?

Where’s Your Oxygen Mask?

As we enter 2025, the conversation around workplace wellbeing is louder than ever. Recent studies show that nearly 50% of employees are at risk of burnout, with HR professionals among the most vulnerable. Why? HR is increasingly tasked with managing employee engagement, hybrid work models, and the integration of mental health into organisational strategies—often at the expense of their own wellbeing.

But here’s the question: Who looks after HR? If we’re the guardians of workplace wellness, why do we so often neglect to apply those principles to ourselves?

A Growing Risk of Burnout

Burnout goes beyond being busy or stressed. It’s a state of emotional, mental, and physical exhaustion that can lead to serious health issues, impacting both individuals and organisations. Ironically, HR professionals—responsible for championing mental health and wellbeing—are disproportionately affected due to the “always-on” nature of the role and the emotional toll of supporting others.

This discrepancy highlights a troubling trend: while HR advocates for employee wellbeing, they frequently struggle to prioritise their own self-care.

Why Do We Struggle to Invest in Ourselves?

Despite the wealth of resources available—from e-learning modules to mental health support programmes—many HR professionals fail to use them. In fact, recent data suggests HR is more likely to focus on operational tasks than to engage in their own professional development or self-care. This is compounded by the systemic undervaluing of “invisible work,” such as emotional labour, which disproportionately affects women in the HR field.

There’s also the psychological barrier: many HR leaders feel they must always “be there” for others, leaving little time for personal growth or reflection. This approach not only puts individual wellbeing at risk but also weakens HR’s strategic impact within organisations.

Leading by Example

To foster a healthier workplace culture, HR professionals must first model the behaviours they wish to see. Prioritising self-care, taking breaks, and investing in professional development are critical. The latest trends in 2025 emphasise personalised mental health solutions, holistic wellbeing initiatives, and proactive stress management as key strategies for sustainable success. Yet, adopting these requires us to challenge the ingrained belief that “we’re too busy.”

Rethinking Our Role in 2025

So what’s your next step?

• Carve out dedicated time for your personal growth. Consider joining a professional coaching programme or exploring CIPD resources more intentionally.
• Embrace technology and tools designed to alleviate administrative burdens, freeing up time for strategic work.
• Most importantly, give yourself permission to pause, recharge, and reflect. Remember, you can’t pour from an empty cup.

HR professionals are the unsung heroes of organisational wellbeing. By prioritising ourselves, we not only protect our health but also enhance our ability to drive meaningful change. Let’s make 2025 the year we finally lead by example.

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