Behind the Smile on Teams: Why Increasing Numbers of Young People Are Struggling — and Sick Leave Is Soaring

## Introduction: An Invisible Crisis in Norwegian Working Life In modern working life there is an undercurrent of unease many do not see. Behind polished Teams backgrounds, finished reports and daily productivity, an increasing number of young adults are calling in sick — not because of the flu, but because of psychological strain. Figures from SSB and NAV show a significant rise in sick leave in recent years, especially among young people, where mental disorders account for as much as 30 percent of absences in the 25 to 29 age group. This is a number we cannot ignore. As reported in A-magasinet and Aftenposten[¹], the debate has long questioned whether this is truly illness, or whether it reflects a generation with lower work ethic or greater vulnerability. Are young adults actually sicker, or has working life itself changed in ways that make us more exposed to stress, mental health problems and burnout? ## Facts: Sick Leave Is Rising — Especially Among Young Adults Let us take a step back and look at the numbers. According to SSB and NAV, as summarized by Aftenposten, sick leave in Norway has increased in recent years, a growing concern for employers in both the private and public sectors. For those aged 25 to 29 the increase is most pronounced, and unsurprisingly mental health challenges account for an ever larger share of the statistics. As reported: 'Mental disorders account for 30 percent of absences among young people aged 25 to 29, according to NAV data.' [¹] Whereas previous generations may have gone to work despite a fever or flu, it is now mental wear that drives people to their GP. At the same time we see that absence not only affects individuals — it has major consequences for colleagues, the work environment and the national economy. ### Why is this happening now? The numbers only tell us that something is wrong, not exactly why. Is the rise because young people are in fact more susceptible to mental health problems, or is it about lower stress tolerance, more demanding work environments, or broader changes in society and youth culture? GP Kaveh Rashidi, quoted in A-magasinet, warns against leaning on prejudices that young people are "lazier" or have "lower work ethic". > 'When young people visit the doctor for common psychological complaints, the solution is not to tell them to grit their teeth' (A-magasinet[¹]). This is not black-and-white. The reality is that mental health in the workplace is a complex challenge — and one we all must take responsibility to solve. ## Stress, Pressure and Performance: How It Affects Young Workers ### The New Reality of Working Life Modern working life is characterized by flexibility, high digitalization, increased demands for documentation and constant availability. Young adults entering the labor market now do not face the same frameworks or security as their parents. Part-time jobs, temporary contracts and high demands for efficiency and self-management are often what they encounter. Several HR surveys support this picture: young people report stress at work more often, uncertainty around roles and expectations, and a lack of managerial support when it comes to mental health. Here are some symptoms many young people recognize: - The feeling of never being "good enough" - Contracts without job security or steady income - An uncertain housing market and high living costs - An expectation to always answer email, even after working hours - Lack of predictability, especially during and after the pandemic This creates fertile ground for chronic stress, burnout and mental health issues, which over time can lead to sick leave. The statistics point to a trend we can no longer ignore. ### When Stress Turns from Motivator to Illness Stress in itself is not necessarily harmful in short bursts — it can even make us sharper and more action-oriented. The problem arises when stress becomes a constant companion, and when demands overwhelm the resources we have available. Then the path to burnout is short, for both young and older employees. Mental disorders caused or exacerbated by work-related stress underlie an increasing share of sick leave, as Aftenposten reports. This can range from depression and anxiety to sleep problems and more diffuse complaints like loss of energy and motivation. Over time this becomes not only an individual problem, but a challenge for the entire workplace. ## Myths and Misunderstandings about Mental Health: Laziness or Illness? ### A Heated Debate: Are Young People "Work-Shy"? In comment threads and debates one often encounters a narrative that today’s young are more fragile, have a lower sickness threshold or lack a drive to push through. This idea is directly challenged in the source material: > 'Are young adults sicker or just lazier?' (A-magasinet[¹]) Several health experts argue this is a fallacy — and that stigmatization only makes things worse. When young people seek help for mental disorders it is not about laziness, but about real challenges often amplified by the structures and demands of working life. Meeting young people with suspicion or condescending attitudes only makes them less likely to ask for help before problems grow serious. ### The 'Snap Out of It' Advice: Helpful or Harmful? Doctors and HR experts agree that it rarely helps to tell patients with psychological complaints to simply 'snap out of it.' Instead we must build workplaces — and a society — that make space for open conversations about mental health, and that offer support and necessary accommodations before absence becomes the only solution. This openness can be decisive, not only for the individual, but for productivity, sick leave rates and mental health in the workplace overall. The longer we wait to intervene, the higher the risk of long-term absence and permanent loss of work capacity. ## Employers' Responsibility: From Duty to Business-Critical Strategy ### A Social and Leadership Issue The employer's role is clear in both sick leave statistics and the public debate: if employers do not acknowledge that mental ill-health is a real and growing problem, it will hit both the bottom line and the work environment. According to several HR surveys, Norwegian managers are still too poor at taking mental health seriously. It is not just about paying sick pay — it is about creating a safe, supportive workplace where it is possible to talk about stress, pressure and mental challenges without fear of being labelled weak. ### Concrete Measures Organizations Can Consider: - Systematic mapping of stress levels and mental health among employees - Training for managers about mental disorders and prevention - Openness and a low threshold for seeking help, as well as access to occupational health services - Possibility for flexible working hours and accommodations when needed - Regular conversations about workload and well-being These measures must be seen as investments, not costs. If we focus solely on absence percentages, we risk overlooking the real causes — and ending up with even higher sick leave in the long run. ## Artificial Intelligence (AI) Therapy: A New Tool Against Sick Leave ### How AI Therapy Can Support Mental Health in the Workplace With technological development, artificial intelligence has opened new possibilities for strengthening mental health at work and reducing sick leave due to mental disorders. Digital AI therapy tools — from chatbots to advanced conversational platforms — are now being tested and used in several Norwegian and international organizations. But how can such solutions help in the fight against sick leave? **Benefits of AI therapy for young workers and the workplace:** - **Lower threshold for seeking help:** Many young people find it difficult to contact a manager or GP about psychological challenges. AI-based services can offer anonymous, accessible and round-the-clock support, so more people get help before problems grow. - **Early intervention:** With consent, AI systems can map stress levels, mood and workload through short check-ins or questionnaires. By detecting early signs of burnout or stress, employers can offer preventive measures quicker. - **Tailored guidance:** Modern AI therapy is often built on recognized psychological methods (such as cognitive behavioral therapy) and adapts advice and follow-up to the individual’s situation, needs and preferences. - **Relieves HR and managers:** With digital tools employees can access support and self-help when it suits them, without relying solely on managers' capacity or occupational health service opening hours. - **Better data basis:** Aggregated and anonymized statistics from such tools can give the organization better oversight of mental health in the workplace and make it easier to target measures. AI therapy is not a replacement for human follow-up, but a supplement that can lower the barrier to addressing mental ill-health early. By integrating such solutions into HSE work, organizations can build a more resilient workplace, reduce sick leave and strengthen both well-being and productivity — especially among young workers who are used to digital platforms. ## Socioeconomic Costs — and Intellectual Loss The rising trend in sick leave due to mental ill-health costs not only businesses but also Norwegian society dearly. According to SSB and NAV, mental disorders are now the largest disease burden in younger age groups. Long-term absence, lost working years, and not least reduced quality of life for tens of thousands of young adults are real consequences. In addition to the direct economic costs, we must not underestimate the loss of human capital: young people with education and skills who withdraw from the workforce lose not only income, but also the opportunity to participate in and shape society. > 'If working life cannot take care of and include young adults with mental health challenges, we risk losing talent, productivity and — not least — human welfare.' (Inspired by the issues raised in A-magasinet[¹]) ## What Can We Do? The Path Toward a More Sustainable Working Life ### Responsibility Starts at the Top Solutions must be found at the intersection of politics, culture and individual support. Authorities, healthcare, education and working life must collaborate to create safe transitions from education to work, ensure support schemes for mental health, and encourage a more inclusive, flexible working life. For employers this means: - Acknowledging mental ill-health as a risk factor on par with physical strain - Giving managers the tools and time to follow up employees - Building a culture where it is safe to talk openly about problems — even if they cannot be 'measured' in blood tests or thermometers - Considering and adopting modern tools like AI therapy to support employees and reduce sick leave due to mental disorders ### Young Workers Do Not Need Shame — They Need Support For the individual young worker it is crucial to meet understanding, flexibility and clear communication. Young people must be made aware of their own limits, but also given the chance to learn how to handle the demands of working life — without the expectation of relentless grit becoming so strong that it feels shameful to be tired, anxious or depressed. Acceptance of seeking help must be promoted; stigma must go. Mental health at work is about trust, openness and systematic measures — including new technology — that build people up rather than tear them down. ## A New View of Mental Health Mental health complaints are not a sign of weakness in an organization, but of structural weaknesses in working life — weaknesses that will cost us dearly if we close our eyes. When sick leave due to mental disorders rises most among young adults, we cannot explain it away with laziness or 'soft generations'. Working life has changed. Our solutions must change too. Organizations will not win in the future by pushing employees to the limit of what they can endure, but by giving them room to grow, learn and recover. That requires real, thoughtful measures — and a new understanding of how work, performance and mental health actually connect. ## Conclusion: The Choice We Face Norway has long been proud of its well-functioning working life — but behind the facade a crisis is growing that is most visible among the young, yet threatens us all. We must continue to investigate, listen and adapt working life so that more people can participate, flourish and endure. Sick leave due to mental disorders is not a sign of weak will. It is a systemic cry for help. It is time for politicians, leaders and employees to take it seriously — not only for our own sake, but for a sustainable and inclusive working life for coming generations. ## Sources 1. [A-magasinet / Aftenposten: "Sykefraværet øker blant unge voksne. Skyldes det faktisk sykdom?"](https://www.aftenposten.no/amagasinet/i/pPGAEW/sykefravaeret-oeker-blant-unge-voksne-skyldes-det-faktisk-sykdom)