October Health – 2025 Report

Work stress in Eswatini

There is no single national ranking, but the most impactful drivers of work-related stress in Eswatini at the population level tend to be: - High job demands and workload - Job insecurity amid economic volatility - Low wages and limited resources for work tasks Workplace actions to address this include: managing workload, ensuring fair pay and clear roles, improving job security and communication, and providing accessible mental health support (e.g., October digital group sessions, assessments, and content).

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Work stress Prevalence
33.72%
Affected people
18,546,000

Impact on the people of Eswatini

Effects of high work stress on health and personal life

Health effects

  • Physical: headaches, sleep problems, high blood pressure or cardiovascular risk, digestive issues.
  • Mental: anxiety, burnout, depression, irritability, concentration difficulties.
  • Energy/immune: chronic fatigue and a weaker immune response.

Personal life effects

  • Relationships: more conflicts with partners and family, less quality time.
  • Parenting/caregiving: reduced patience and consistency.
  • Enjoyment: withdrawal from hobbies and social activities.

Quick signs to notice

  • Persistent fatigue, sleep problems, irritability, withdrawal from others.

Coping and help options

  • Set boundaries, take regular breaks, and seek support from your supervisor or an employee assistance program (EAP).
  • Consider digital group sessions and assessments through October to develop coping skills and monitor stress.

Impact on the Eswatini Economy

  • Productivity and GDP impact: Higher absenteeism and presenteeism reduce output and slow innovation.
  • Labor costs: Increased turnover and recruitment/training expenses as staff seek less stressful roles.
  • Health system and social costs: Greater demand for mental health and healthcare services; in Eswatini, this can strain limited public resources.
  • Investment and competitiveness: Perceived weak labor conditions can deter investment and make talent harder to attract.
  • Mitigation (workplace focus): Implement workload management, supportive leadership, and accessible mental health support (e.g., digital programs like October) to reduce costs and improve resilience.

What can government do to assist?

  • Enforce reasonable work hours and paid leave: cap weekly hours, guarantee rest days, require overtime compensation to prevent chronic overwork.

  • Promote flexible and predictable scheduling: support remote or hybrid options, flexible start/end times, and job-sharing to reduce spikes in stress.

  • Strengthen access to mental health care: integrate mental health into primary care, subsidize treatment, expand coverage for therapy, and create clear national referral pathways.

  • Build workplace mental health literacy: mandate basic mental health training for managers, enforce anti-bullying/harassment policies, and provide confidential support channels (EAPs).

  • Support employer programs and monitoring: require annual stress risk assessments, offer incentives for evidence-based stress reduction programs, and provide scalable resources and guidelines.

  • Leverage digital mental health tools: partner with platforms like October to deliver group sessions, assessments, and education at scale within workplaces or through public health programs.

What can businesses do to assist their employees?

  • Clear roles and realistic workloads: Define responsibilities, set achievable deadlines, avoid crunch, and use regular workload reviews.

  • Regular supervisor support and psychological safety: Train managers in empathetic leadership, hold consistent check-ins, and provide safe channels to raise concerns.

  • Flexible work arrangements and boundary setting: Offer flexible hours or hybrid options where possible, protect break times, and discourage after-hours communications.

  • Accessible mental health resources: Provide confidential support (EAP or counseling); consider October for digital group sessions, assessments, and mental health content.

  • Stigma-free wellness culture: Run awareness campaigns and peer support groups, have leadership model healthy behavior, and ensure materials fit Eswatini contexts (local language, confidentiality).