October Health – 2025 Report

Life changes in Kenya

Economic hardship, specifically unemployment and related financial strain, is the leading life-change stressor for the Kenyan population. Other notable stressors include bereavement and serious illness, with impacts varying by urban/rural context and socio-economic status. In workplaces, supporting financial wellbeing and providing accessible mental health resources can help; digital group sessions and assessments from October can complement such programs.

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Life changes Prevalence
35.47%
Affected people
19,508,500

Impact on the people of Kenya

High life changes stress: effects on health and personal life

  • Health effects

    • Physical symptoms: headaches, muscle tension, sleep problems, fatigue.
    • Mental health changes: heightened anxiety, irritability, mood swings; risk of depression.
    • Immune/chronic conditions: more infections; poorer management of ongoing conditions (e.g., diabetes, hypertension).

  • Personal life effects

    • Strained relationships and social withdrawal.
    • Reduced work performance and financial stress.
    • Less time and patience with family or caregivers.

  • Coping and workplace tips

    • Build a simple daily routine, prioritise sleep, and request flexible work options; discuss with HR/manager for support. In Kenya, digital options like October can help improve access to group sessions and assessments when in-person care is limited.
    • Consider professional support or structured programs (e.g., October) for guided coping and stress management.

  • Urgent help

    • If you have thoughts of harming yourself or feel overwhelmed, seek urgent help immediately (local emergency numbers or nearest hospital).

Impact on the Kenya Economy

Economic impact of high life changes stress (Kenya-focused)

  • Reduced labor productivity due to cognitive load, fatigue, and poorer decision-making.

  • Higher absenteeism and presenteeism, lowering overall output.

  • Increased employee turnover and recruitment/training costs.

  • Greater demand for healthcare and social services, raising health expenditures.

  • Kenya-context note: The large informal sector can dampen some effects but may reduce resilience; shocks can widen inequality and slow GDP growth.

  • Workplace implications:

  • Stigma and limited access to mental health care can amplify productivity losses; supportive leadership and flexible work arrangements help.

  • Mitigation strategies (concise):

  • Implement employee assistance programs and flexible work options; provide financial stress support and mental health literacy.

  • Use digital mental health resources (e.g., October) for group sessions, assessments, and targeted content to support employees through life changes.

What can government do to assist?

  • 1) Strengthen social safety nets to cushion major life changes (relevant for Kenya)

    • Expand universal health coverage, cash transfers, and housing subsidies during life events.
    • Improve access and outreach to rural and informal workers.

  • 2) Expand access to mental health care

    • Integrate mental health into primary care; train more providers; subsidize services.
    • Leverage digital tools for reach (e.g., October) to provide group sessions and assessments.

  • 3) Support families and caregiving during transitions

    • Provide paid parental leave, affordable childcare, and caregiver support programs.
    • Offer post-event counseling and home-based mental health support during major transitions.

  • 4) Promote economic stability and resilience

    • Stabilize essential costs, implement social insurance, and encourage flexible work policies.
    • Protect jobs during downturns; provide retraining and career coaching.

  • 5) Build community resilience and awareness

    • Public mental health campaigns to reduce stigma; resilience training in schools and workplaces.
    • Invest in community centers and peer support networks; monitor life-change stress to guide policy.

What can businesses do to assist their employees?

  • Flexible policies and compassionate leave: offer remote/hybrid options, flexible hours, and clear compassionate leave with a structured return-to-work plan after a life event.

  • Manager training and confidential support channels: train managers in empathetic check-ins, keep conversations private, and provide easy access to confidential HR/EAP support; establish peer support circles.

  • Accessible mental health resources: provide an Employee Assistance Program, confidential counselling, and digital options like October group sessions and self-guided content to support transitions.

  • Practical life-change supports: connect employees with childcare/eldercare referrals, financial planning resources, and transportation or relocation assistance where feasible.

  • Workload adjustments and return-to-work planning: temporarily reallocate tasks, extend deadlines, and design a phased return-to-work plan to prevent overwhelm.