Loneliness in Eswatini

Effects of high loneliness stress on health and personal life

• Physical health risks: chronic loneliness is linked to higher cortisol and inflammatory markers, which can increase risks of hypertension, heart disease, sleep problems, and weakened immune function.

• Mental health and cognitive effects: loneliness elevates risk of depression and anxiety, worsens mood, and can impair concentration and memory.

• Relationships and personal life: persistent loneliness often leads to social withdrawal, strained relationships, reduced intimacy, and more conflicts with family or partners.

• Workplace and daily functioning: loneliness can reduce motivation and focus, lower productivity, increase errors, and affect teamwork and morale.

• Coping strategies and resources: build small, regular social connections (e.g., check-ins with friends or colleagues), establish routines, prioritize sleep and physical activity, and use healthy coping strategies. Workplace supports can help (manager check-ins, employee assistance programs). Digital resources like October’s digital group sessions, assessments, and content can be helpful to increase connectedness. If loneliness persists for weeks with depressive or anxious symptoms or thoughts of self-harm, seek professional help from a counsellor or clinician in your area.

Effects of high loneliness-related stress on an economy

• Reduced productivity: more presenteeism and absenteeism, poorer concentration and decision-making.

• Higher health costs: increased use of mental and physical health services, greater risk of chronic illness.

• Talent and cost of turnover: higher employee turnover, recruitment and training expenses, loss of institutional knowledge.

• Weaker collaboration and innovation: lower trust, poorer teamwork, slower knowledge sharing.

• Macro-level impact: slower GDP growth, greater inequality, and increased pressure on social services.

What employers in Eswatini can do

• Strengthen social connectedness at work: structured social interactions, buddy/mentorship programs, and safe spaces for informal chats.

• Provide accessible mental health support: employee assistance programs, confidential counselling, and flexible leave.

• Use digital mental health tools: offer digital group sessions and assessments (e.g., October) to reach more staff.

• Train managers and measure progress: educate managers to spot loneliness, implement regular check-ins, and track metrics like absenteeism, turnover, and engagement to guide improvements.

• Build and fund community hubs and programs to create regular opportunities for people to connect in neighborhoods, churches, schools, and workplaces.
• Promote intergenerational and culturally resonant activities to bridge gaps—volunteering, mentorship, sports, arts, and traditional events supported by local leaders.
• Expand digital inclusion and online connection options; provide internet access, devices, and digital literacy; partner with platforms like October to deliver digital group sessions, assessments, and mental health content.
• Normalize conversations about loneliness and mental health; integrate mental health literacy into schools, workplaces, faith groups, and media campaigns; train community and religious leaders.
• Improve access for rural and aging populations; provide safe transport, home visiting programs, and community outreach to reduce isolation in remote areas.
• Encourage workplaces to adopt social connection policies; flexible work, team-building activities, peer support, and employee resource groups to foster belonging.

How to reduce loneliness-related stress at work (Eswatini context)

• Structured onboarding plus a buddy system to help new hires build quick, meaningful connections.

• Regular, small-group interactions and social rituals aligned with Eswatini’s communal culture (team lunches, coffee chats, or virtual breakout sessions) to foster belonging.

• Manager training and safe-space practices to reduce stigma around loneliness; implement confidential 1:1 check-ins.

• Formal peer support networks and cross-team mentorship to broaden social networks beyond immediate colleagues.

• Accessible mental health resources, including October digital group sessions, assessments, and bite-sized content; ensure privacy, language options, and local relevance.