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HR strains under mounting duties, suggests it's leadership's time to take charge, according to a recent poll

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Soaring responsibilities in HR are putting a strain on resources, indicating a need for leadership...
Soaring responsibilities in HR are putting a strain on resources, indicating a need for leadership to augment their efforts, according to a recent survey.

HR strains under mounting duties, suggests it's leadership's time to take charge, according to a recent poll

In a recent survey conducted by PayFit, involving 302 senior HR professionals working for companies with more than 10+ employees in the UK, some concerning findings have emerged. The online survey, carried out by Research Without Barriers between 17th and 26th June 2025, revealed that nearly two-thirds (64%) of HR teams feel they are working beyond their limits.

The survey also showed that more than half (53%) of HR teams report increased stress levels, and almost a third (32%) experience reduced work-life balance. These findings are further compounded by the fact that 88% of HR teams admit at least one area of their role has suffered due to overwork.

The evolving role of HR offers significant potential for positive impact, but it seems that many HR teams are struggling to manage this newfound responsibility. Mental health support, diversity, equity, and inclusion (DEI), and employee experience and engagement are the initiatives most likely to suffer when workloads become unmanageable for HR teams.

One in five (20%) HR teams are considering leaving the profession, and 29% of HR teams say their job satisfaction is declining. However, only 31% of leaders have increased HR headcount, and only 30% of leaders have provided extra budget for technology to handle core operations.

The survey also revealed that mental health support and AI employee usage policies are among the new responsibilities added to HR teams' workload. Furthermore, 42% of HR teams say they are expected to handle these new responsibilities without additional resources.

To address these challenges, leadership can support HR teams in managing new responsibilities, mental health support, and DEI initiatives by providing clear expectations, resources, and ongoing support while ensuring alignment with overall business goals. This involves strategic collaboration, empowering HR with decision-making authority, and fostering a culture of trust and open communication.

Key ways leadership can support HR include:

  1. Clarifying Roles and Responsibilities: Leaders should clearly communicate the expanded roles HR must play and ensure HR managers and teams understand their scope and decision-making powers.
  2. Providing Resources and Training: Leadership must ensure HR teams have access to necessary tools, training, and personnel to manage increased responsibilities effectively.
  3. Encouraging Collaboration Across Departments: HR cannot work in isolation; leaders should promote collaboration between HR, department heads, and other key stakeholders.
  4. Supporting Mental Health and DEI as Strategic Priorities: Leaders need to elevate mental health and DEI from operational "tasks" to strategic priorities.
  5. Fostering Open Communication and Feedback: Leaders should encourage transparency and the safe raising of concerns to help HR maintain trust and engagement among employees.
  6. Monitoring and Acting on Employee Experience Data: Leaders should support HR in tracking relevant metrics to continually refine strategies without compromising experience or engagement.

By actively partnering with HR in this way, leadership can help HR teams effectively manage their growing responsibilities related to mental health and DEI, thus sustaining or improving employee experience and engagement. Digitisation is common in payroll, time and attendance tracking, recruitment and applicant tracking, and benefits administration, but it seems that more support is needed to ensure HR teams can handle their new roles effectively.

  1. The survey findings suggest that the expanding responsibilities of HR, including mental health support and digital initiatives, are negatively impacting the health and wellness of HR teams, with 64% of them working beyond their limits and 53% reporting increased stress levels.
  2. Leadership can improve workplace-wellness among HR teams by clarifying roles and responsibilities, providing resources and training, encouraging collaboration across departments, supporting mental health and diversity, equity, and inclusion as strategic priorities, fostering open communication and feedback, monitoring and acting on employee experience data, and ensuring alignment with overall business goals.
  3. The survey also revealed that HR teams are expected to manage new responsibilities, such as mental health support and AI employee usage policies, without additional resources, which may exacerbate the problem of overwork and reduced work-life balance, and potentially contribute to the 20% of HR teams considering leaving the profession.

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