Dying for a Paycheck

“120,000 people in the United States die annually due to workplace stress.” What must change to stop this silent epidemic?

1. Workplace stress is a rising health crisis

Workplace stress affects a staggering 80% of American workers. The effects are not just emotional but deeply physical, manifesting in heightened risks of illness and decreased overall well-being. Even companies regarded as great employers are not immune to stress-inducing environments.

The fast-paced and ever-evolving gig economy exacerbates the problem. With non-traditional setups, short-term contracts, and economic instability, workers often suffer from chronic stress. These challenges stem from a lack of paid leave, job security, and clear health protections.

Some companies, however, are stepping up. Aetna serves as a compelling model of change. After its CEO's personal health crisis, they raised their minimum wage to $16/hour, enhanced health insurance, and introduced meditation programs. As a result, employee stress dropped by 28%, and sleep quality improved by 20%.

Examples

• 80% of Americans report regular workplace stress, per the American Institute of Stress.
• Gig-economy jobs leave workers with lower safety and higher health risks, per a review of 93 studies.
• Aetna’s changes led to simultaneous boosts in employee health and reductions in healthcare costs.

2. Job stress is as lethal as secondhand smoke

Workplace stress ranks as the fifth leading cause of death in the United States. The pressure cooker of overwork, lack of control, and poor job support leads to health problems like heart disease and even death.

A large part of this stems from the U.S. healthcare system, where employer-provided health insurance ties workers' well-being to their jobs. Those who are unemployed, uninsured, or freelance often can't access affordable care, exacerbating poor health outcomes.

Countries with strong worker protections paint a different story. In many European nations, deaths linked to workplace conditions are half those of the United States. They invest heavily in healthcare and workplace fairness, reducing the burden of stress on their workforce.

Examples

• Annual workplace stress contributes to 120,000 deaths and $190 billion in health bills.
• 85,000 American deaths yearly are tied to lack of health insurance linked to job issues.
• European nations, with stronger healthcare systems, see significantly fewer workplace-related deaths.

3. Layoffs hurt more than just the employees let go

Layoffs go beyond economic hardship; they carry devastating health impacts. Many layoffs are followed by layoffs-induced deaths, higher alcohol use, depression, and even suicides.

Layoffs negatively affect companies, too. The announcement alone often results in stock price drops. Costs like severance pay, legal disputes, and morale issues outweigh potential savings. In contrast, refusing layoffs can result in both financial and moral dividends.

Southwest Airlines proved this during the post-9/11 crisis. While peers cut tens of thousands of jobs, Southwest stood firm. They refunded customers, paid workers profit shares, and emerged in better financial health, with its market value outstripping the rest of the industry combined.

Examples

• Laid-off Bethlehem Steel workers experienced numerous heart attack deaths shortly after job losses.
• Swedish studies connect layoffs to a 400% spike in alcohol use and doubled suicide rates.
• Southwest Airlines avoided layoffs during the 9/11 crisis and achieved a profitable year.

4. U.S. health insurance fails workers

Unlike other developed countries, U.S. healthcare is rooted in market competition, not universal access. This directly results in tens of thousands of preventable deaths each year.

Many employees can't afford skyrocketing health insurance premiums. Between 2001 and 2011, employee contributions tripled from $355 to $921 annually, even as employer-provided insurance dwindled. Economic challenges like these deepen workplace-related stress.

Some companies pivot to provide on-site medical care instead of navigating costly insurance systems. Not only does this model cut costs for employers, but it ensures employees get affordable and accessible care promptly.

Examples

• 50,000 deaths annually in the U.S. are tied to lack of affordable healthcare.
• Breast cancer survival rates drop by 49% for uninsured patients.
• On-site healthcare eliminates intermediaries, making treatment direct and budget-friendly.

5. Control over work improves health and happiness

Autonomy at work plays a key role in employee satisfaction and well-being. When workers lack the ability to manage how and when they work, stress levels soar. Feeling powerless in the workplace triggers health problems and higher mortality rates.

Workplaces can combat this by providing flexible schedules and encouraging self-management. Companies that allow employees to work on their terms foster a sense of empowerment and reduce the negative effects of overwork.

Patagonia exemplifies this principle. Its no-micromanagement policy and “work-life flexibility” ethos not only support employees’ mental health but boost their dedication and productivity as well.

Examples

• British research links lower-ranking civil servants’ stress to higher rates of heart disease.
• An Indiana study found that stressful jobs with little control increase death risk by 15.5%.
• Patagonia empowers employees with flexible workdays and an outdoor-friendly culture.

6. Social support is essential for workplace well-being

Humans are social creatures, and strong interpersonal connections significantly enhance mental health. But many workplaces (especially competitive ones) undermine collaboration by fostering unhealthy rivalries.

Workplaces can encourage supportive environments by scrapping ranked performance reviews and focusing on long-term commitments to employees. This creates a stronger sense of community and reduces internal competition.

Google implemented a long-term support system through life insurance for their employees' dependents—a clear message that they care deeply for their people. Such initiatives create a foundation of trust and shared commitment, inspiring both health improvements and loyalty.

Examples

• Research shows that supportive social networks boost health and morale.
• Ranked reviews lead to infighting, damaging employee collaboration.
• Google’s employee family life insurance fosters trust and psychological security.

7. Poor health policies lead to preventable deaths

Workplaces that treat health as an expense rather than a necessity contribute to preventable illness and mortality. Employees working multiple shifts without proper health benefits or time off often sacrifice their long-term health.

The San Francisco healthcare mandate offered a lesson in corporate responsibility. By requiring employers to contribute to worker healthcare funds, the city reduced emergency room visits and promoted preventive, primary care.

Preventive care, cheaper than reactive solutions, not only saves lives but also reduces long-term business costs.

Examples

• In 2007, San Francisco employers began paying $1.37/hour per employee for health coverage.
• Emergency room usage dropped as primary care increased under this system.
• Workers reported better health, reducing absenteeism for employers.

8. Understanding employee health measures helps organizations grow

To ensure healthier workplaces, businesses must track employee happiness and health. Self-reporting provides insight into stress levels and allows companies to address problems proactively.

Employees can answer simple questions like “How is your health lately?” to give organizations valuable insight. When companies stay alert to health issues within their workforce, they can adapt practices to foster healthier environments.

Studies have shown that employees’ health ratings aligned closely with their medical visits, proving that self-assessment is a powerful tool for companies to monitor organizational wellness.

Examples

• Finnish studies found a direct correlation between health self-reports and doctor visits.
• Regular employee surveys can reveal stress trends or illness spikes.
• Proactive adjustments based on health reports reduce healthcare costs.

9. Toxic companies need accountability

Too many businesses profit by sacrificing employees’ well-being. Public accountability can force those businesses to adopt healthier practices, just as environmental polluters are pushed to clean up their act.

By openly calling out companies with unhealthy workplace practices, we can push for change. Transparent health ratings allow consumers and stakeholders to demand improvements.

As seen in cases like Walmart, bad policies cost not only employees but also taxpayers. Holding businesses accountable for these costs encourages responsibility and fairer practices.

Examples

• Walmart shifts $455 million of health costs to public systems annually.
• San Francisco’s healthcare law decreased employees’ reliance on taxpayer-funded care.
• Publicly criticized companies often respond to reputational risks with quick reforms.

Takeaways

1. Companies should proactively provide flexible schedules and decision-making autonomy to employees to foster a sense of empowerment.
2. Business leaders should routinely measure employee well-being through surveys and self-reports to monitor their workforce’s health trends.
3. Hold organizations accountable for their contributions to workplace stress and demand that they actively reduce harmful conditions.