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Introduction: Why mental health matters for young workers?

Mental health is an integral part of occupational safety and health (OSH), with international and European frameworks emphasising the prevention of psychosocial risks and the promotion of well-being at work.[1] Psychosocial risks - such as excessive workloads, lack of role clarity, limited autonomy, and job insecurity - are recognised as major determinants of workers’ mental health  and are systematically addressed within OSH risk assessment and management frameworks across the European Union (EU).[2] 

Recent evidence points to a growing mental health burden among young people entering the labour market. According to the UNICEF Perceptions of Youth Mental Health Report 2025, a substantial proportion of Generation Z report feeling overwhelmed by global uncertainties and lacking adequate support from their communities, underscoring the broader socio-economic factors shaping their well-being and highlighting the important role work can have in shaping young workers’ mental health.[3] These findings are consistent with evidence from European policy and research bodies indicating that young workers experience elevated levels of stress, anxiety, and burnout, often associated with psychosocial risk factors such as job insecurity, high work intensity, and limited workplace support, as well as the challenges posed by increasingly digitalised work environments.[4] 

Young workers are particularly exposed to psychosocial risks linked to limited work autonomy, transitional or non-standard forms of employment, digitalisation, and reduced awareness of occupational risks and hazards.[5]  In addition, they are more likely to experience precarious or poorly regulated working conditions, which may negatively affect both their mental well-being and long-term employment prospects.[6] Taken together, this evidence underscores the need to better understand the interaction between early employment, working conditions and mental health outcomes among young workers.

Legal and policy developments in the EU

At EU level, mental health of young workers is addressed primarily within broader OSH, employment, and youth policy frameworks. The Charter of Fundamental Rights of the European Union establishes the right to fair and safe working conditions, including the protection of health, while the OSH Framework Directive 89/391/EEC obliges employers to ensure workers’ safety and health which includes preventing harm to their safety and health, that might also come from psychosocial risks, even if not specifically mentioned. In addition, Council Directive 94/33/EC on the protection of young people at work establishes specific minimum requirements for the protection of young people at work, requiring employers to assess and prevent risks related to their lack of experience, limited awareness of hazards, and developmental stage, thereby reinforcing the need for targeted preventive measures for young workers within OSH approaches.

Recent EU policy developments have reinforced the importance of mental health as a key OSH issue, with particular relevance for young people entering the labour market. The EU Strategic Framework on Health and Safety at Work 2021–2027[7] identifies psychosocial risks and mental health as priority areas, explicitly recognising the need to address the specific prevention needs of young workers. Complementing this, the European Commission Comprehensive Approach to Mental Health (COM(2023) 298)[8] promotes a preventive, community-based, and cross-sectoral perspective, in which mental health is considered an integral part of the right to health. It highlights children and young people as a vulnerable group, particularly during the transition from education to employment, and underlines the negative and disproportionate impact of the COVID-19 pandemic on their mental health.

In parallel, the EU Youth Strategy 2019–2027[9] places strong emphasis on the mental health and well-being of young people, linking these priorities to the EU Youth Goals and recognising mental health as a key factor in enabling young people’s participation in education, training, and employment, including their transition into the labour market. These policy frameworks are complemented by recent EU-level discussions that highlight the relationship between precarious forms of employment - frequently experienced by young workers - and adverse mental health outcomes, underscoring the importance of addressing employment quality as part of a broader preventive approach to psychosocial risks.[10]

Overall, existing legal and policy frameworks increasingly acknowledge young worker’s particular vulnerabilities, especially in relation to insecure employment, limited experience, and exposure to psychosocial risks. 

Profile of young workers

Young workers are defined in line with International Labour Organization (ILO) standards as individuals aged 15-24, while a broader perspective also considers the characteristics, expectations, and experiences of Generation Z (born between 1997 and 2010), who are entering increasingly digitalised and evolving labour markets.

Young workers comprise a heterogeneous group that includes employees, trainees, apprentices, and increasingly platform workers engaged in non-standard forms of employment associated with the gig economy.[11] According to the recent ILO report, youth employment is increasingly concentrated in the service sector, which remains the largest employer of young people globally and is strongly associated with the growth of non-standard and gig-based forms of work.[12]

They are disproportionately represented in temporary, part-time, and other non-standard employment arrangements, which are commonly used as indicators of precarious work in labour market research.[13] Such employment patterns are associated with working conditions that may limit job stability, predictability, and access to adequate support, thereby shaping the psychosocial work environment in ways that are particularly relevant to young workers’ mental health. Intersecting factors such as gender, disability, and migration status can further compound exposure to occupational risks and inequalities. In particular, migrant and young women workers are more likely to be concentrated in precarious or informal forms of employment, while young people with disabilities may face additional barriers to inclusion, reasonable accommodation, and access to workplace support systems.[14]

The transition from education to the labour market constitutes a critical and often unstable phase which, from a life-course perspective - understood as an approach that examines how life events and transitions shape individuals’ trajectories over time - represents a formative stage in the structuring of individuals’ employment prospects and rights, characterised by fragmented career paths, temporary work, and internships that generate specific legal and socio-economic vulnerabilities for young workers. 

Psychosocial risks and their implications for young workers’ rights 

Key psychosocial risks for young workers include job insecurity, precarious employment conditions, high workload, limited control, inadequate training and support, lack of value or respect at work, harassment, and the demands of digital overexposure, all of which are recognised as major work-related stressors in European workplaces. Young workers may be particularly vulnerable to psychosocial risks not only because of the nature of the work they perform, but also due to their age-related lack of experience, limited familiarity with workplace norms, and reduced capacity to influence working conditions, which together can increase their exposure to work-related stressors. Specifically, they may be especially exposed to bullying and harassment due to their lower organisational status, limited work experience, greater dependence on supervisors, and reduced familiarity with workplace rights and reporting mechanisms.[15] These psychosocial hazards are associated with adverse mental health outcomes such as stress, anxiety, burnout, depression, reduced job satisfaction, and patterns of absenteeism and presenteeism, as documented in occupational health research.[16]

The COVID-19 pandemic, accelerated digitalisation, and the growth of platform work have intensified psychosocial challenges for young workers, affecting job security and the quality of work environments.[17] In the context of psychosocial risks and their implications for young workers’ rights, the intensification of digitalisation and platform-based forms of work has heightened concerns regarding excessive connectivity, blurred work–life boundaries, and inadequate recovery time. 

On the other side, sectoral differences in exposure indicate that workers in hospitality, retail, care, digital gig economy,[18] as well as construction,[19] are often subject to elevated psychosocial risks arising from work organisation, job demands, and intensive customer-facing interactions. Young workers are predominantly represented in sectors such as retail, manufacturing, transport, and construction,[20] where they often enter work environments characterised by high performance expectations, hierarchical organisational structures, and established workplace cultures shaped by earlier generations. In this context, their efforts to adapt and “fit in” may intensify exposure to psychosocial stressors, creating specific mental health risks that are, to some extent, shaped by generational dynamics within the workplace.

Although empirical research on the impact of psychosocial working conditions on adverse mental health outcomes among young workers remains more limited than for the general working population, both theoretical perspectives and emerging evidence suggest that work-related mental health problems are an increasing concern in this group.[21] These challenges are associated with potentially lasting consequences, influencing young workers’ labour market trajectories, career development, and health outcomes across the life course. 

Exposure to such risks early on can have long-term consequences, including impaired career development and persistent mental health issues that undermine young workers’ rights to safe and healthy working conditions. Moreover, the persistence of these conditions may also limit young workers’ effective participation in workplace decision-making and access to equal opportunities, thereby further constraining the full realisation of their labour and socio-economic rights. 

Additionaly, some discussions indicate that young workers may be more likely to engage in forms of reduced discretionary effort, often referred to as “quiet quitting.” However, in the absence of clear recognition or consistent organisational responses, such behaviours may be misinterpreted by employers as inadequate performance or non-compliance and, in certain circumstances, could contribute to disciplinary measures or dismissal. These dynamics may further intensify job insecurity and vulnerability, thereby increasing exposure to psychosocial stressors and negatively affecting young workers’ mental health and overall well-being.

Psychosocial risks disproportionately affecting young workers:

  • Job insecurity and precarious employment: Temporary contracts, platform work, and limited employment stability represent significant psychosocial risks for young workers. The European Youth Forum[22] highlights that precarious work among young people is characterised by temporary contracts, unpredictable working hours, and uncertainty regarding future employment opportunities, which may negatively affect mental health by increasing stress, reducing financial security, and limiting workers’ ability to organise their personal and professional lives. Evidence from the European Youth Forum further indicates that platform work, which increasingly involves young workers, is frequently associated with poor employment conditions: 90% of platform workers earn less than 60% of the income of full-time employees, while 41% of their working time is unpaid. A gender dimension is also evident, as young women are disproportionately represented in precarious forms of employment across the EU, with almost half of women (approximately 50%) compared with 39% of men aged 20–24 working in precarious jobs. Moreover, young women may face additional psychosocial pressures related to balancing employment and family responsibilities, creating a “dual career” burden that may further increase exposure to work-related risks. These conditions, combined with limited employment protection, reduced autonomy, uncertainty regarding income and work continuity, and intersecting gender-related pressures, may intensify psychosocial risks and contribute to adverse mental health outcomes among young workers;
  • High job demands and low control: Heavy workload, time pressure, and limited autonomy in tasks represent important psychosocial risks affecting workers, including young workers. Data from the EU-OSHA OSH Pulse 2025 survey[23] indicate that severe time pressure or work overload is among the most frequently reported psychosocial risk factors in European workplaces, with 44% of workers reporting exposure to this factor. In addition, 17% of workers reported a lack of autonomy or lack of influence over their work pace or work processes. These findings highlight the continued relevance of job demands and job control as key dimensions of psychosocial risk management. For young workers, such risks may be particularly challenging due to their limited work experience, lower organisational status, and reduced ability to influence work organisation and decision-making processes. Among young workers, high job demands and low job control are associated with poorer mental health outcomes, highlighting the importance of adequate workload management, sufficient autonomy, and supportive working conditions;[24]
  • Inadequate training and support: Insufficient induction, weak supervision, and lack of guidance represent important psychosocial risks for young workers, particularly during the transition into the workplace. Evidence from the ILO[25] indicates that young workers experience a higher risk of occupational injury, with available European data showing up to a 40% higher rate of non-fatal occupational injuries compared with older workers. The ILO identifies several factors contributing to this increased vulnerability, including limited work experience, insufficient training, inadequate workplace supervision, and limited awareness of occupational safety and health risks and preventive measures. Workplace interventions focusing on training, supervision, and supportive organisational practices play an important role in improving young workers’ safety, work environment, and health outcomes[26]. These findings underline the importance of structured induction programmes, accessible guidance, and continuous support as essential elements of general OSH and specifically also psychosocial risk prevention for young workers;
  • Poor workplace relationships:      Lack of recognition, insufficient social support, low respect, harassment, and bullying represent important psychosocial risks for young workers. Young workers may be particularly vulnerable to negative workplace relationships due to their limited work experience, lower organisational status, and greater dependence on supervisors and colleagues for guidance, feedback, and workplace integration. The European Working Conditions Survey highlights the importance of the social environment at work as a key dimension of job quality, including aspects such as social support, respectful treatment, and the prevention of adverse social behaviour.[27] Furthermore, adverse psychosocial workplace exposures, including poor social support, low organisational support, and negative workplace relationships, are associated with poorer mental health outcomes among young workers[28]. These findings underline the importance of supportive leadership, respectful workplace cultures, and effective measures to prevent bullying and harassment as essential components of psychosocial risk prevention;
  • Digitalisation-related risks:  Constant connectivity, blurred boundaries between work and private life, and algorithmic management represent emerging psychosocial risks associated with the digitalisation of work. Young workers may be particularly vulnerable to these risks as they often enter increasingly digitalised workplaces at an early career stage, with limited autonomy and experience in managing new forms of work organisation. Evidence highlights that digital technologies may contribute to work intensification, reduced autonomy, increased monitoring, and an “always-on” work culture, which can negatively affect workers’ mental health and well-being.[29] Algorithmic management and digital surveillance may further increase psychosocial pressures by reducing workers’ control over how tasks are organised and evaluated.[30] These challenges underline the importance of human-centred digitalisation, protection of work–life boundaries, transparent approaches to algorithmic management, and strengthening young workers’ digital and occupational health literacy;
  • Organisational and cultural factors: pressure to “fit in”, hierarchical structures/organisational injustice, and limited participation in decision-making; Organisational cultures characterised by limited autonomy, low participation in decision-making, insufficient support, and perceptions of unfair treatment represent important psychosocial risks for young workers.[31] Young workers may be particularly vulnerable to these factors due to their early career stage and age-related characteristics. A systematic review including 17 studies and data from 35,600 young workers, identified psychosocial job factors such as job control, organisational support, and job quality as relevant determinants of young workers’ mental health. These findings underline the importance of inclusive workplace cultures, supportive leadership, fair treatment, and opportunities for young workers to participate in workplace decisions as essential components of psychosocial risk prevention;
  • Limited experience and awareness: low familiarity with workplace rights, procedural norms, and psychosocial risks. Limited experience of working life and insufficient awareness of workplace norms, rights, and available support mechanisms represent important psychosocial vulnerabilities for young workers. Due to their early career stage, young workers may lack confidence in identifying and addressing psychosocial risks and may find it more difficult to access organisational resources and seek support. A qualitative study based on interviews with 36 young workers, highlighted that unfamiliarity with workplace expectations and procedures, limited confidence in raising concerns, and difficulties accessing support can affect young workers’ experiences of the psychosocial work environment and their mental health. These findings underline the importance of effective induction processes, clear communication on rights and support mechanisms, and strengthening psychosocial risk awareness among young workers.[32]

Key consequences for young workers’ mental health and well-being:

  • Mental health outcomes: increased risk of stress, anxiety, burnout, and depression;[33]
  • Work-related effects: reduced job satisfaction, presenteeism, and absenteeism;[34]
  • Early career impacts: difficulties in adaptation, reduced confidence, and impaired skill development;[35]
  • Long-term consequences: negative effects on career trajectories and persistent mental health problems across the life course;[36]
  • Social and rights-related implications: reduced participation in workplace processes and increased vulnerability to unequal treatment;[37]
  • Behavioural responses: reduced discretionary effort (e.g. “quiet quitting”), which may be misinterpreted and further increase job insecurity and stress.[38]

Prevention and protection measures – A young worker-specific perspective

Effective prevention and protection of workers’ mental health requires a comprehensive approach to psychosocial risk management that takes account of the specific risk exposures and vulnerabilities of different groups of workers. Particular attention should be paid to groups that may face elevated risks, such as young workers.

The starting point for prevention is the systematic assessment and management of psychosocial risks within the workplace. Employers have a responsibility to identify psychosocial risks, assess their potential impact on workers’ health and well-being, implement preventive measures, and monitor their effectiveness as part of an ongoing OSH management process. Psychosocial risk assessment should follow a participatory approach that actively involves workers and their representatives in identifying risks and developing solutions.[39] In the case of young workers, assessments should take account of age-related factors i.e. differences that may influence both exposure to psychosocial risks and the capacity to respond to them[40], including limited work experience, lower familiarity with workplace procedures and rights, and greater dependence on supervision and organisational support.

The findings of psychosocial risk assessments should form the basis for preventive action, with priority given to organisational measures that address psychosocial risks at their source. Clear definition of roles, workloads, and deadlines, combined with structured supervision and mentoring, is particularly important during the early stages of employment. Young workers often enter unfamiliar organisational environments and benefit from well-designed onboarding processes, supportive leadership, and continuous guidance which facilitate adjustment.[41] These measures help reduce uncertainty, prevent role ambiguity, and support gradual integration into the workplace, while also fostering positive attitudes, engagement, and a sense of belonging among young workers. This is consistent with guidance emphasising effective job design and management practices as key elements in preventing psychosocial risks and promoting a supportive work environment.[42]

A supportive and inclusive workplace culture is an essential component of psychosocial risk prevention. Organisational measures should promote respectful workplace relationships, effective leadership, and clear procedures for preventing and addressing bullying, harassment and other forms of psychosocial harm. Evidence indicates that exposure to workplace bullying and harassment is associated with adverse mental health outcomes, including psychological distress, depression, anxiety, burnout and even suicide.[43] 

Preventive measures should therefore include clear organisational policies, accessible reporting procedures, prompt investigation of complaints, leadership commitment to respectful workplace behaviour, and appropriate supervisory support. Such measures should form part of a broader psychosocial risk management strategy aimed at creating a psychologically safe and supportive work environment.

Organisational measures should further support a healthy balance between work and personal life by ensuring adequate opportunities for rest and recovery. This may include reasonable working hours, predictable schedules, appropriate workload management, flexible working arrangements where feasible, and policies supporting the right to disconnect. Such measures can help prevent chronic stress, fatigue, and burnout, while promoting workers’ mental health and well-being. These measures may be particularly relevant for young workers, who often occupy precarious or digitally connected forms of employment that can blur the boundaries between work and private life.[44]

Ensuring an adequate level of job autonomy and control is also important. Drawing on established occupational health models such as the Job Demand–Control model, which posits that high job demands combined with low decision latitude increase job strain,[45] enhancing workers’ control over how they perform their tasks can help mitigate the adverse effects of high job demands and support mental well-being. Young workers should therefore be progressively empowered through appropriate participation in decision-making, opportunities to exercise initiative, and task flexibility, while at the same time ensuring sufficient supervision and support. 

While organisational measures should remain the primary means of preventing and managing psychosocial risks, individual-level measures can complement these efforts by supporting capacity-building and awareness-raising, thereby contributing to secondary prevention and strengthening the overall effectiveness of psychosocial risk management. In particular, occupational health literacy can support young workers in navigating the transition into working life. Occupational health literacy refers to the knowledge, skills, and competencies required to access, understand, evaluate, and apply information related to occupational safety and health.[46] Strengthening young workers’ understanding of psychosocial risks, workplace rights and responsibilities, available support mechanisms, and mental health resources can improve their ability to recognise risks, seek support when needed, and participate more effectively in workplace prevention activities. Furthermore, promoting occupational health literacy may facilitate dialogue on mental health and psychosocial risks in the workplace and contribute to a more preventive organisational culture.[47]

Additional individual-level measures may include a diverse range of trainings to support young workers. These can be on communication skills, conflict management, coping strategies, and de-escalation techniques, time management skills, etc. where relevant to specific job tasks. Training may be particularly valuable for young workers entering unfamiliar work environments and facing new psychosocial demands. Training for supervisors and managers to recognise and respond appropriately to psychosocial risks can further strengthen preventive efforts by improving support, communication, and early identification of potential problems.[48] Evidence suggests that workplace interventions aimed at improving supervisory support, team communication, and responses to psychosocial stressors can contribute to improved worker health, well-being, and organisational outcomes.[49] However, such interventions are most effective when implemented as part of a comprehensive psychosocial risk management framework and alongside broader organisational measures addressing the sources of psychosocial risk.[50] 

Considerations for prevention and policy development 

Policy considerations

Based on the evidence discussed throughout this article, several key messages and considerations emerge for preventing psychosocial risks and promoting mental health among young workers. These considerations highlight areas that may support the development of age-sensitive OSH policies, workplace strategies, and preventive actions: 

  • Strengthen labour protections for workers in non-standard and platform employment, where young workers are overrepresented, with particular attention to job security, working conditions, and access to support; 
  • Promote high-quality traineeships and apprenticeship programmes that support young workers’ autonomy, skills development, and integration into the workplace, combined with structured supervision and mentoring; 
  • Promote the development of occupational health literacy among young people through education and vocational training, to enhance their ability to recognise psychosocial risks, understand their rights and responsibilities, and support their mental health and well-being when entering the labour market;
  • Support targeted awareness-raising initiatives and training programmes for both young workers and managers, focusing on mental health literacy, early identification of risks, and supportive management practices; 
  • Encourage collaboration between young workers’ organisations, social partners, and policy makers to ensure that policies reflect the needs and experiences of young people; 
  • Strengthen monitoring and data collection on mental health trends among young workers to inform evidence-based policymaking and preventive action. 
  • Gather high quality data on PSR exposure of young workers, to ensure a good understanding of the challenges and the design of well working approaches for better prevention. 

Organisational/workplace considerations 

  •  At organisational level, employers/companies should consider age-sensitive approaches within psychosocial risk management processes to support young workers’ mental health and successful integration into working life. Relevant preventive measures include: Structured induction programmes that explicitly address psychosocial risks, workplace expectations, and available support mechanisms; 
  • Enhanced supervisory support, ensuring closer guidance and regular check-ins during early employment stages; 
  • Mentoring or buddysystems to facilitate integration and provide informal support in the workplace; 
  • Clear information provision on rights and reporting procedures related to OSH in general and to psychosocial risks and mental health specifically; 
  • Monitoring and feedbackmechanisms to identify signs of work-related stress or adjustment difficulties at an early stage; 

  • Inclusive communication channels that encourage young workers to report concerns without fear of negative consequences.

    Conclusion 

    The evidence presented in this article indicates that young workers may face increased vulnerability to a range of psychosocial risks due to their early career stage, employment conditions, and workplace characteristics. From a life-course perspective, exposure to psychosocial risks during the transition from education to work may have lasting implications for mental health, well-being, employment opportunities, and career trajectories. Early identification and prevention of psychosocial risks, supported by age-sensitive approaches to psychosocial risk management, can contribute to healthier and more sustainable working lives. Addressing these challenges requires coordinated efforts across workplaces, OSH systems, education and employment sectors, and public policies to promote supportive work environments and protect young workers’ mental well-being throughout their working lives.

References

[1] Jain A, Hassard J, Leka S, Di Tecco C, Iavicoli S. The Role of Occupational Health Services in Psychosocial Risk Management and the Promotion of Mental Health and Well-Being at Work. Int J Environ Res Public Health. 2021 Mar 31;18(7):3632. doi: 10.3390/ijerph18073632; World Health Organization. (2022). Mental health at work: Policy brief. World Health Organization; 

[2] European Agency for Safety and Health at Work (EU-OSHA). (2025). Psychosocial risks and mental health at work. https://osha.europa.eu/en/themes/psychosocial-risks-and-mental-health 

[3] UNICEF. (2025). Understanding the mental health impact of global challenges on Gen Z: Perceptions of youth mental health report 2025. United Nations Children’s Fund.

[4] European Agency for Safety and Health at Work. (2024). Digital technologies at work and psychosocial risks – Evidence and implications for occupational safety and health, Publications Office of the European Union, https://data.europa.eu/doi/10.2802/0488296; Shields M, Dimov S, Kavanagh A, Milner A, Spittal MJ, King TL. How do employment conditions and psychosocial workplace exposures impact the mental health of young workers? A systematic review. Soc Psychiatry Psychiatr Epidemiol. 2021 Jul;56(7):1147-1160. doi: 10.1007/s00127-021-02077-x.; van Veen, M., Schelvis, R. M. C., Bongers, P. M., Oude Hengel, K. M., & Boot, C. R. L. (2024). A qualitative study of young workers’ experience of the psychosocial work environment and how this affects their mental health.BMC Public Health, 24, Article 3341. https://doi.org/10.1186/s12889-024-20760-x

[5] Popa, B. (2024), An Overview of Generation Z’s Mental Health, New Trends in Psychology, 6(2), pp. 22–29.; van Veen, M., Oude Hengel, K.M., Schelvis, R.M.C., Bongers, P.M., Ket, J.C.F., van der Beek, A.J. and Boot, C.R.L. (2023), Psychosocial Work Factors Affecting Mental Health of Young Workers: A Systematic Review, International Archives of Occupational and Environmental Health, 96, pp. 57–75. Available at: https://doi.org/10.1007/s00420-022-01907-y; European Parliamentary Research Service (EPRS) (2022), Demographic Outlook for the European Union, Lead author: Monika Kiss.

[6] Thern E, Matilla-Santander N, Hernando-Rodriguez JC, Almroth M, Bodin T. Precarious employment in early adulthood and later mental health problems: a register-linked cohort study. J Epidemiol Community Health. 2023 Dec;77(12):755-761. doi: 10.1136/jech-2023-220817. 

[7]European Commission. (2021). EU strategic framework on health and safety at work 2021–2027: Occupational safety and health in a changing world of work (COM(2021) 323 final). https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX:52021DC0323 

[8] European Commission. (2023). A comprehensive approach to mental health (COM(2023) 298 final). https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX:52023DC0298 

[9]Resolution of the Council of the European Union and the Representatives of the Governments of the Member States meeting within the Council on a framework for European cooperation in the youth field: The European Union Youth Strategy 2019-2027. Official Journal of the European Union, (2018/C 456/01).

[10] European Youth Forum. (2024, March). Always on standby: How precarious work impacts young people’s mental health and what to do about it! https://www.youthforum.org/files/240325-PP-MentalHealth.pdf. 

[11] ILO. (2017). Global employment trends for Youth 2017. Paths to a better working future. Geneva: ILO. 

[12] International Labour Organization. (2024). Global employment trends for youth 2024: Decent work, brighter futures. International Labour Office.

[13] Chesters, J. (2024). Unemployment or Precarious Employment: Tough Choices for Young Workers in the Twenty-First Century. In: Wyn, J., Cahill, H., Cuervo, H. (eds) Handbook of Children and Youth Studies. Springer, Singapore. https://doi.org/10.1007/978-981-4451-96-3_85-1.

[14] ILO. (2018). Improving the safety and health for young workers. Geneva: ILO. 

[15] van Veen, M., Oude Hengel, K.M., Schelvis, R.M.C., Bongers, P.M., Ket, J.C.F., van der Beek, A.J. and Boot, C.R.L. (2023), Psychosocial Work Factors Affecting Mental Health of Young Workers: A Systematic Review, International Archives of Occupational and Environmental Health, 96, pp. 57–75. Available at: https://doi.org/10.1007/s00420-022-01907-y

[16] Nawrocka S. and Piasna A. (2025) Psychosocial hazards at work: impact on workers’ health and implications for Europe’s sustainable competitiveness, in Piasna A., Theodoropoulou S. and Vanhercke B. (eds.) (2025) Benchmarking Working Europe 2025, ETUI and ETUC; van Veen M, Oude Hengel KM, Schelvis RMC, Bongers PM, Ket JCF, van der Beek AJ, Boot CRL. Psychosocial work factors affecting mental health of young workers: a systematic review. Int Arch Occup Environ Health. 2023 Jan;96(1):57-75. doi: 10.1007/s00420-022-01907-y.

[17] Vroonhof, P. et al. (2021). Mental Health and well-being in the digital world of work post Covid. Background Paper. European Parliament (Employment and Social Affairs Committee).

[18] Gjerald, O., Furunes, T., & Mathisen, G. E. (2023). “What else is new?” identifying emerging psychosocial risk factors in hospitality employment. Employee Relations, 45(4), 966–982. https://doi.org/10.1108/ER-10-2022-0490. 

[19] Frimpong, S., Sunindijo, R. Y., Wang, C. C., & Boadu, E. F. (2022). Domains of Psychosocial Risk Factors Affecting Young Construction Workers: A Systematic Review. Buildings, 12(3), 335. https://doi.org/10.3390/buildings12030335.

[20] Webster, J. (2023). Young Workers. OSH Wiki. EU-OSHA. Available at: https://oshwiki.osha.europa.eu/en/themes/young-workers 

[21] Ibid. 

[22] European Youth Forum. (2024). Always on standby: How precarious work impacts young people’s mental health and what to do about it! European Youth Forum. https://www.youthforum.org/files/240325-PP-MentalHealth.pdf

[23] European Agency for Safety and Health at Work. (2025). OSH Pulse 2025: Occupational safety and health in the era of climate and digital change. European Agency for Safety and Health at Work. https://osha.europa.eu/en/tools-and-publications/infographics/osh-pulse-2025-mental-health-work

[24] Law, P. C. F., Too, L. S., Butterworth, P., Witt, K., Reavley, N., & Milner, A. J. (2020). A systematic review on the effect of work-related stressors on mental health of young workers. International Archives of Occupational and Environmental Health, 93(5), 611–622. https://doi.org/10.1007/s00420-020-01516-7

[25] International Labour Organization. (2018). Improving the safety and health of young workers. International Labour Organization. https://www.ilo.org/young-workers

[26] Sundstrup, E., Seeberg, K. G. V., Dyreborg, J., et al. (2025). Systematic review of workplace interventions to support young workers’ safety, work environment and health. Journal of Occupational Rehabilitation, 35, 215–233. https://doi.org/10.1007/s10926-024-10186-y

[27] Eurofound (2017), Sixth European Working Conditions Survey – Overview report (2017 update), Publications Office of the European Union, Luxembourg.

[28] Shields, M., Dimov, S., Kavanagh, A. et al. How do employment conditions and psychosocial workplace exposures impact the mental health of young workers? A systematic review. Soc Psychiatry Psychiatr Epidemiol 56, 1147–1160 (2021). https://doi.org/10.1007/s00127-021-02077-x

[29] European Commission, Joint Research Centre, Gonzalez Vazquez, I., Curtarelli, M., Anyfantis, I., Brun, E. and Starren, A., Digitalisation and workers wellbeing: The impact of digital technologies on work-related psychosocial risks, European Commission, Seville, 2024, JRC138992.

[30] International Labour Organization. (2022). The algorithmic management of work and its implications in different contexts. International Labour Office.

[31]van Veen, M., Oude Hengel, K.M., Schelvis, R.M.C. et al. Psychosocial work factors affecting mental health of young workers: a systematic review. Int Arch Occup Environ Health 96, 57–75 (2023). https://doi.org/10.1007/s00420-022-01907-y. 

[32] van Veen, M., Schelvis, R.M., Bongers, P.M. et al. A qualitative study of young workers’ experience of the psychosocial work environment and how this affects their mental health. BMC Public Health 24, 3341 (2024). https://doi.org/10.1186/s12889-024-20760-x. 

[33] Shields, M., Dimov, S., Kavanagh, A. et al., (2021). How do employment conditions and psychosocial workplace exposures impact the mental health of young workers? A systematic review. Soc Psychiatry Psychiatr Epidemiol 56, 1147–1160 (2021). https://doi.org/10.1007/s00127-021-02077-x

[34] Sander, C., Dogan-Sander, E., Fischer, J. E., & Schomerus, G. (2023). Mental health shame and presenteeism: Results from a German online survey. Psychiatry Research Communications, 3(1), 100102. https://doi.org/10.1016/j.psycom.2023.100102. 

[35] WHO. (2024). Mental Health at Work. Geneva: WHO. 

[36] Ibid. 

[37] Ibid. 

[38] Khansary, S. A. (2026). How employees justify quiet quitting: A qualitative analysis of antiwork narratives on workplace disengagement (Master’s thesis, Radboud University Nijmegen). Radboud University Thesis Repository. https://theses.ubn.ru.nl/handle/123456789/20408. 

[39] European Agency for Safety and Health at Work (EU-OSHA). (2021). Participatory ergonomics and preventing musculoskeletal disorders in the workplace (discussion paper). Publications Office of the European Union. https://osha.europa.eu/en/publications/participatory-ergonomics-and-preventing-musculoskeletal-disorders-workplace. 

[40] Zlatanović, S.S., & Jovanović, P. (2023). Workforce aging and decent work in the era of the digital economy – towards a holistic public policy approach.Stanovništvo, 61(1), 53–68. https://doi.org/10.2298/STNV230220001S. 

[41] Frögéli, E., Jenner, B., & Gustavsson, P. (2023). Effectiveness of formal onboarding for facilitating organizational socialization: A systematic review. PLOS ONE, 18(2), e0281823. https://doi.org/10.1371/journal.pone.0281823. 

[42] Gervais, R. (2012). Definition on work/job design. EU-OSHA OSHwiki, https://oshwiki.osha.europa.eu/en/themes/definition-workjob-design. 

[43] Luo, Z., Wang, J., Zhou, Y., Mao, Q., Lang, B., & Xu, S. (2023). Workplace bullying and suicidal ideation and behaviour: A systematic review and meta-analysis. Public Health, 222, 166–174. https://doi.org/10.1016/j.puhe.2023.07.007; Nielsen, M. B., Einarsen, S. V., Parveen, S., & Rosander, M. (2024). Witnessing workplace bullying: A systematic review and meta-analysis of individual health and well-being outcomes. Aggression and Violent Behavior, 75, 101908. https://doi.org/10.1016/j.avb.2023.101908

[44] Iordache, R. M., Cioca, V.-R., & Mihaila, D. (2025).

[45]Karasek, R. A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative Science Quarterly, 24(2), 285–308. https://doi.org/10.2307/2392498. 

[46] Kristine Sørensen, Diane Levin-Zamir, Tuyen V Duong, Orkan Okan, Virginia Visconde Brasil, Don Nutbeam, Building health literacy system capacity: a framework for health literate systems, Health Promotion International, Volume 36, Issue Supplement_1, December 2021, Pages i13–i23, https://doi.org/10.1093/heapro/daab153. 

[47] Bröder, J., Okan, O., Bauer, U. et al. Health literacy in childhood and youth: a systematic review of definitions and models. BMC Public Health 17, 361 (2017). https://doi.org/10.1186/s12889-017-4267-y; Ehmann, A. T., Ög, E., Rieger, M. A., & Siegel, A. (2021). Work-related health literacy: A scoping review to clarify the concept. International Journal of Environmental Research and Public Health, 18(19), 9945. https://doi.org/10.3390/ijerph18199945. 

[48] Van Hees, S., Carlier, B., Joosen, M., Blonk, R. and Oomens, S. (2024) ‘A Workplace Intervention to Strengthen Supervisor Support for Employees With Common Mental Health Problems: A Mixed-Methods Realist Evaluation’, Scandinavian Journal of Work and Organizational Psychology, 9(1), 9.

[49]Hammer LB, Truxillo DM, Bodner T, Rineer J, Pytlovany AC, Richman A. (2015). Effects of a Workplace Intervention Targeting Psychosocial Risk Factors on Safety and Health Outcomes. Biomed Res Int., 836967. doi: 10.1155/2015/836967. 

[50] World Health Organization, & International Labour Organization. (2022). Mental health at work: Policy brief. Geneva: World Health Organization and International Labour Organization.

Psychosocial issues in specific sectors and groups

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Author

Sanja Zlatanović

Institute of Social Sciences Belgrade, Serbia, Center for Legal Research

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