Blog authors: Julia Shervington and Peter Bray
With almost 1 in 4 (approximately 8 million (Health and Safety Executive)) UK workers being classed as ‘lone workers’, this blog will cover what ‘working in isolation’ actually means, and no, it’s not just about working alone. We’ll also cover ways that employers and colleagues can help anyone working in isolation, as well as how to support yourself if you are one of these workers.
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But first, as I’m sure you will have come to expect from one of our blogs, we’ll look at why this is an important topic to cover.
Why this is important
Firstly, it is important to point out that working in isolation, by its very nature, can greatly increase the risk of harm as there may not be anyone to turn to for help or support if needed.
Secondly, “Employers have a legal duty to protect those working alone. The responsibilities include:
- carrying out thorough stress risk assessments specific to lone working situations
- providing adequate training on managing hazards and emergency procedures
- establishing effective supervision, monitoring and communication systems
- regularly reviewing safety measures to ensure they remain effective”. (Health and Safety Executive)
Thirdly, it is also important to note that people who feel isolated at work, are not always lone workers, and conversely lone workers do not always feel isolated. That is why it is important to discuss the situation with the individual concerned, to identify any risks and agree how to mitigate them.
What the numbers tell us
Government figures show that, “The cost of loneliness to UK employers has been estimated to be £2.5 billion every year. These costs are primarily due to increased staff turnover (64%, £1.62 billion) as well as lower wellbeing and productivity (26%, £665 million), the impact of caring responsibilities (9%, £220 million) and ill health and associated sickness absence (1%, £20 million). At an individual level, the monetised impact of severe loneliness has been estimated as £9,900 per person per year, due to the impact on wellbeing, health and productivity.”
According to a British Red Cross report, 10-11% of UK workers often or always experience aspects of loneliness at work, whilst 43-45% of workers feel lonely some of the time.
In addition, the Mental Health Foundation found that:
- 23% said that feeling lonely at work affected their mental health.
- 46% of workers would not feel confident letting a colleague know they felt lonely or isolated at work.
This last finding brings us back to a topic we have covered before – if you spot signs that a colleague may be experiencing any form of mental ill-health, whether the cause is isolation, stress, depression, anxiety etc., then please stop and ask them if they are okay. Remember to always ask the question twice, as our automatic reply is often, “Yeah, I’m fine”. It’s okay to let them know you are concerned about them, “I’ve noticed you haven’t seemed yourself lately. How are things ...?”
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Finally, loneliness can vary across roles, as well as sectors:
- 47% of construction workers in the UK feel lonely at work. (NESCAFÉ®)
- 52% of those working in the transport and logistics sector always, often or sometimes feel lonely. (British Red Cross)
- 94% of farmers agree that loneliness is a key risk factor for mental health issues. (Farmers Guardian)
What is ‘isolation’?
According to the Cambridge dictionary, isolation is feeling alone, especially if this makes you unhappy, it is about feeling separated and disconnected.
However, in terms of today’s working environment, being alone does not always mean being physically by yourself. Many people work from home, in remote or solitary roles, or even in busy environments where they feel disconnected despite being surrounded by others. This kind of isolation - whether physical, emotional, or social - can have a significant impact on mental health.
On a personal level, isolation can be caused by language barriers, living with a disability (e.g., hearing or sight loss), discrimination, mental health challenges, social anxiety, limited social contact, low self-esteem, loss of a loved one, life changes e.g., moving house, divorce or retirement, etc.
In certain sectors, particularly those in which we work, isolation can be exaggerated by the very nature of the work and need for PPE, for example:
- Construction – transient teams, lone site tasks, noisy environments.
- Transport and logistics - long-distance driving, tight deadlines.
- Agriculture and farming - rural isolation, long hours, lone farm tasks, seasonal work.
- Energy – working away from home, e.g., oil rigs.
- Working from home - not going outside, no face-to-face contact.
- Working environment – due to noise, wearing PPE, language and/or site/office layout you can be physically close but unable to communicate with other people.
But isolation is not restricted to these sectors, or the roles within them. Therefore, the practical tips further down this blog are designed to be applicable, or adaptable, to all employment roles.
What does isolation feel like?
- Emotional disconnection.
- Loneliness and detachment.
- Stress without an outlet.
- "I’m surrounded by people but feel invisible."
- Social isolation.
- Fearful of potential accidents or violence.
How does isolation impact our mental health?
Working in isolation can look different depending on the setting. It might be a lone worker on a construction site, a remote employee logging in from a quiet home office, or someone surrounded by people but feeling cut off from meaningful connection. Regardless of the scenario, isolation can lead to a range of mental health challenges:
- Increased stress and anxiety: Without regular human interaction or immediate access to support, everyday work pressures can feel amplified.
- Loneliness and disconnection: Humans are inherently social beings. A lack of connection can contribute to feelings of worthlessness or sadness, and over time, loneliness can become chronic.
- Reduced motivation and productivity: Without a sense of belonging or engagement, it can be hard to stay focused, leading to dips in performance and self-esteem.
- Higher risk of mental ill-health: Prolonged isolation is linked with depression, burnout, and in some cases, more serious mental health issues.
How to provide support for those working in isolation
Guidance for employers
Supporting someone doesn’t always require physical presence. Thoughtful, consistent actions can bridge the gap and foster a sense of connection:
- Assess where your organisation is on its mental health journey, identify gaps and put interventions in place to fill them.
- Ensure you have a mental health policy in place.
- Undertake thorough risk assessments specific to lone working situations and continue to monitor the situation.
- Ensure lone workers are fully trained in all aspects of lone working, e.g., managing hazards and emergency procedures.
- Recruit (within your organisation) and train Mental Health First Aiders and let your employees know who they are.
- Arrange training for your managers on how to manage a conversation, and for all employees on how to start a conversation.
- Raise awareness of mental health and normalise talking about it.
- Schedule regular informal check-ins.
- Use buddy systems on-site or across shifts.
- Include wellbeing chats in toolbox talks.
- Use tech to stay in touch: group chats, radio, video calls.
- Leave notes for fellow workers.
- Discuss weekend activities and invite others to participate.
- Signpost further support if needed, e.g., your Employee Assistance Programme, internal Mental Health First Aiders etc.
Further information and resources can be found:
Mental health training
Resources
Assessment
Workplace culture
Addressing the stigma
Signposting support
Guidance for colleagues
Following on from the advice for employers, colleagues can also consider:
- Learning to spot the signs, e.g., withdrawal from communication, changes in behaviour or mood, physical posture or verbal cues that hint at being lonely or isolated, irritability or mood swings.
- Asking open-ended questions, e.g., “How are you feeling?”, or “What did you get up to at the weekend?” and actively listen to the answers.
- Inviting your colleague for a coffee, to meet at lunch, go for a walk etc.
- Learning how to start a conversation, e.g., “I’ve not heard from you recently - how are you doing?”
- Normalising conversations about mental health, including discussing loneliness and isolation.
Guidance for individuals
- Learn to understand your own mental health, so you know when you need to take action.
- Tell your line manager or supervisor if you are concerned about your physical and/or psychological safety.
- Engage in activities, e.g., attend face-to-face meetings (if possible); join online meetings; accept invitations to join others during breaks/after work.
- Build connections outside work, e.g., with family, friends, neighbours, community, join clubs, volunteer, etc.
- Offer to buddy up with or mentor new employees.
- Take a break when you need it.
- Go for a walk at lunchtime if you can – it’s good for your physical and mental health.
- Help build your mental wellbeing, e.g., through being active, relaxation, improving your sleep, eating well etc. Please read our blog series:
How to optimise your mental wellbeing
Further reading
The following blogs provide further information to support the above guidance:
Eradicating the culture of silence
Addressing the stigma
How to support others to optimise their mental wellbeing – part 1
How to support others to optimise their mental wellbeing – part 2
Conclusion
Isolation is more than just a working condition - it’s a mental health risk factor that requires attention, empathy, and action. Whether you're a manager leading a remote team or a colleague who wants to support someone quietly struggling, small gestures can have a big impact.
Let’s make sure everyone feels seen, supported, and connected - wherever they are.
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In this blog we have aimed to demonstrate that the stigma that surrounds mental health is not founded in truth, and therefore there is no reason for the culture of silence to persist.
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