Sarah Venables used her keynote at the GamesIndustry.biz HR Summit to urge HR professionals to recognise the warning signs of declining mental health and seek support before reaching crisis point.

Venables, who has worked in HR for 25 years, described how changes at work gradually affected her confidence and wellbeing in 2018. Staff turnover, new management and repeated questioning of her decisions left her feeling that she could do nothing right. She began to internalise the negativity, experienced growing anxiety and feared making mistakes.

After returning from the Christmas break, Venables realised she had been crying silently throughout her drive to work. She later described herself as being at rock bottom, with no sense of joy or hope. In 2019, she was diagnosed with severe Depression and took four months away from work.

She said that earlier recognition of the warning signs and access to someone she felt comfortable speaking with might have prevented her mental health from deteriorating so severely. Venables encouraged anyone experiencing low confidence, anxiety or depression to talk to somebody rather than struggle alone.

Research shared during the keynote suggested that these pressures are widespread across the profession. The 2026 HR Mental Wellbeing Report by Ultimate Resilience, based on a survey of more than 3,000 HR professionals, found that respondents were 2.5 times more likely to experience clinical depression and anxiety than the general population. Forty-four per cent met the criteria for clinically significant symptoms of depression, compared with 18% of the general population.

The report also found that 62% of respondents felt they were very likely to approach burnout, while a further 12% considered themselves at risk. Excessive workload was identified as a leading source of stress by 52% of respondents, followed by poor management at 40% and a lack of support at 25%.

Only 13% said they felt well supported at work, while 38% were considering leaving the HR profession. Venables said HR teams are affected by restructures, layoffs and closures, as well as bullying, harassment, legal matters and conflicts between employees. HR professionals are often expected to handle emotionally difficult conversations without formal training for every situation they encounter.

Sarah Brewster, managing director of people and culture specialists Fresh Seed, said HR professionals are regularly pulled in multiple directions. Their responsibilities can include advising leaders, handling workplace issues and supporting employees through deeply personal experiences, while also carrying confidential information that cannot be shared.

Brewster and Venables suggested that HR professionals ask themselves whether they are working excessive hours, withdrawing from their surroundings, experiencing Sunday evening dread, crying at work, setting aside their wellbeing or feeling numb and depressed. They also highlighted the importance of considering how often people feel joy, happiness or fulfilment.

Brewster said seeking help is not a sign of failure and recommended using available healthcare, therapy and other support services. Venables acknowledged that shame can make it difficult to admit that things are not manageable, but said that coping alone can prolong the problem. “Protecting our own wellbeing is paramount,” she told attendees.

Venables described three forms of support for HR professionals: recognising and understanding their own experience, building informal support through professional networks, and accessing formal support from employers. She highlighted the HR Confidence Club, which provides online opportunities for HR professionals to discuss challenges and available help.

Brewster called on company leaders to invest more time and resources in supporting HR teams, listen to their recommendations and provide opportunities for professional development. She also advocated HR supervision, an external service that helps professionals process the pressures of their work with specially trained psychologists. Fresh Seed also offers mentoring and best-practice guidance through its Fresh Seed Collective.

Both speakers stressed that support should be sought before a person reaches a breaking point. Venables said people who feel supported at work report better mental health, a lower risk of burnout, less sickness absence and fewer thoughts of leaving the profession. She concluded that resilience is not unlimited and that support should be treated as essential rather than optional.

Sources: GamesIndustry.biz.