In today’s world of hybrid working, dispersed teams and digital overload, loneliness at work is on the rise – and it’s affecting people more than we might realise.
A 2023 UK survey found that one in five workers feel lonely at work on a typical day. Globally, Gallup reports 20% of employees felt lonely the previous day. While loneliness is often seen as a personal issue, it has significant consequences for mental health, teamwork, productivity – and business success.
The Human Impact: Mental Health and Wellbeing
Loneliness isn’t just about being physically alone – it’s the emotional pain of feeling disconnected, unseen or unsupported. At work, this can erode confidence, increase stress, and lead to anxiety or depression.
“Loneliness doesn’t always mean being alone — it’s the feeling that no one sees you or understands you.”
— Campaign to End Loneliness, UK Government, 2023
One study found that 23% of UK employees agreed workplace loneliness negatively affects their mental health. Over time, it can lead to reduced resilience, more sick days, and burnout. It can even have physical consequences – from poor sleep to higher blood pressure.
The Team Impact: Collaboration and Morale
When someone feels disconnected at work, it affects more than just them. Lonely employees are less likely to contribute ideas, offer help, or engage in meaningful conversations. This weakens team morale, trust and collaboration.
A study published by MIT found that employees who felt lonely also performed worse and were less innovative. Over time, this creates quieter teams, lower engagement, and missed opportunities for connection and creativity.
The Business Impact: Productivity and Retention
Loneliness at work has a measurable business cost.
According to the UK Government’s 2022 report, loneliness costs employers around £2.5 billion a year, through:
- Increased staff turnover (£1.6 billion)
- Reduced productivity (£665 million)
- Higher sickness absence (£20 million)
Disconnection leads to disengagement – and disengaged employees are more likely to underperform, call in sick, or leave.
The Role of AI: Connection or Disconnection?
With the rise of automation and artificial intelligence (AI) in the workplace, the loneliness conversation is evolving again.
Some research suggests that frequent interaction with AI systems can actually increase feelings of loneliness and isolation. A study in the Journal of Applied Psychology found that employees who worked heavily with AI tools felt more emotionally detached from their colleagues. The American Psychological Association reported that AI-linked loneliness also increased insomnia and even after-work drinking.
This makes sense – less human interaction at work can mean fewer opportunities for spontaneous connection, support, and belonging.
That said, not all the news is negative. A Harvard study found that AI companions, such as conversational chatbots, can help alleviate feelings of loneliness, especially when used mindfully. AI has the potential to support inclusion and wellbeing – but only if organisations design in the human touch.
What Can Organisations and Managers Do?
The good news? Loneliness at work is not inevitable. It’s preventable – and it starts with intentional leadership and inclusive culture.
1. Foster a Culture of Belonging
People thrive when they feel seen, heard and valued. Simple rituals like team check-ins, welcome shout-outs, and celebrating milestones can go a long way. Make space for informal connection, both online and in-person.
2. Train Managers to Spot the Signs
Line managers are often the first line of defence. Equip them to spot loneliness – withdrawal, quietness, low engagement – and to have confident, compassionate conversations. Encourage one-to-ones that focus not just on tasks, but on wellbeing too.
3. Support Hybrid and Remote Teams
Remote workers report higher loneliness than office-based staff. Build connection into hybrid working: virtual socials, buddy systems, casual chat channels and regular in-person meet-ups can all help.
4. Balance AI with Human Connection
Technology should support people, not replace relationships. If your team uses AI, make sure it’s balanced with opportunities for real human interaction and emotional support. Think of AI as a tool – not a substitute for leadership or team culture.
5. Make Wellbeing a Whole-Organisation Priority
Loneliness is a wellbeing issue. Offer resources that help employees connect – peer groups, mentoring, volunteering schemes. Regularly promote your Employee Assistance Programme (EAP) and encourage open conversations about mental health.
6. Listen to Your People
Use pulse surveys or feedback loops to check in on how connected your people feel. Involve them in co-creating solutions. Ask: what helps you feel like you belong?
If You’re Feeling Lonely… You’re Not Alone
If you’re struggling with loneliness at work, you’re far from alone – and support is available.
Here are some helpful UK-based resources:
- Mind – www.mind.org.uk
Practical tips on managing loneliness and improving mental wellbeing. - Samaritans – 116 123 (free, 24/7)
A safe, confidential space to talk. - NHS Every Mind Matters – www.nhs.uk/every-mind-matters
Tools to help build connections and support your mental health. - Your organisation’s EAP – Many employers offer free, confidential support.
Final Thought
Loneliness at work can be invisible – but it’s never insignificant. It affects how we show up, how we connect, and how we perform.
As leaders, HR professionals and colleagues, we all have a role in creating a culture where people feel included and connected. By combining awareness, empathy and action – and using technology wisely – we can build healthier, more human workplaces where everyone can thrive.
Join the Conversation: Free Webinar on 8th July We’re inviting HR professionals and leaders to join us for a powerful conversation on Staying Human: Social Connection and Wellbeing in the Age of AI . Find out more and register here.
