Ultimate Resilience report finds games HR staff 2.5 times more likely to face depression

Ultimate Resilience's 2026 HR Mental Wellbeing Report surveyed over 3,000 HR professionals in games. HR staff are 2.5 times more likely to experience clinical depression and anxiety than the general population. 44% of respondents meet criteria for clinically significant depression, versus 18% in the general population. 62% feel very likely to approach burnout, with a further 12% already at risk. Sarah Venables tied the findings to her 2019 severe depression diagnosis to argue decline is preventable.

62% of respondents said they felt very likely to approach burnout.
A further 12% said they already consider themselves at risk.
Combined, 74% of HR professionals report active or imminent burnout.
Only 13% said they felt well supported at work.

52% cited excessive workload as a top source of stress.
40% cited poor management, 25% cited a lack of support.
Venables said HR "still experiences that impact" of restructures, layoffs and closures.
She described HR as expected to "parachute in to try and help... All the while keeping an eye on the risk that might be brought to the companies that we're in."

87% of respondents reported struggling, including 21% with no support at all.
38% of respondents are considering leaving the HR profession.
Sarah Brewster said standalone HR roles face the sharpest isolation without peer networks.
"It's a function that is pulled in every direction and so many HR feel the weight of the load and struggle to maintain their own wellbeing." - Sarah Brewster, Managing Director, Fresh Seed

Respondents who felt supported reported better mental health and lower burnout risk, per the report.
They also reported less sickness absence and fewer intentions to leave, per the report.
Brewster urged leaders to separate response speed from decision speed on HR issues.
"When it comes to strategy and longer term decisions such as talent development, go slower... Trust HR is considering what works best for you." - Sarah Brewster, Managing Director, Fresh Seed

For Publishers & Developers: Budget backfill HR capacity into every restructuring plan before announcing layoffs or closures.
For Investors & VC: Add HR team depth and single-person HR exposure to studio people-risk diligence.
For Service Vendors: Pitch fractional HR and external counselling support to studios entering layoff or closure cycles.