Nearly a fifth, or 17%, of UK employees over the age of 55 are unhappy at work and 16% of 35-54 year olds also admit they are unhappy, according to research by Happiness Works on behalf of Robert Half UK.

In contrast to the older generations, less than one in ten (8%) of those aged 18-34 claimed to be unhappy in their jobs. The full report, It’s time we all work happy: The secrets of the happiest companies and employees, looked at what influences employee happiness in the workplace and showed that older generations are more heavily affected by workplace stress.

The report showed that 34% of those aged over 35 found their job stressful. This figure is lower for 18-35 year olds where 25% said they suffered from stress. Meanwhile, 12% of those aged 35-54 and 17% of those aged over 55 struggle to juggle work with other aspects of their life, compared to one in ten Millennials who feel the same.

Overall, 68% of 35-54 year olds felt more free to be themselves at work, with more than half, or 55%, of this generation, saying that they were able to be creative at work. This compared to 31% of 55+ year olds and 38% of Generation X, who said they were able to be creative.

The research also showed that as employees get older, they are also far less likely to view their colleagues as friends. The figures stated that 14% of those aged 35-54 years old and 15% of those aged over 55 said they don’t have good friends at work. By comparison, three in five (62%) 18-34 year olds said that they had good friends at work.

Overall, 59% of those aged 18-35 feel appreciated and just 15% feel undervalued. In comparison, 25% of 35-54 year olds feel underappreciated, with this figure rising to 28% for those aged over 55.

“Employees that are aged over 35 have valuable experience that the whole organisation can learn and benefit from,” Phil Sheridan, Senior Managing Director at Robert Half UK. “It’s important that their happiness is not neglected, so businesses need to take the time to invest in their staff at all levels. Simple things like conducting regular performance reviews, offering new opportunities for learning and setting ambitious career goals are all steps that can ensure more tenured workers feel appreciated and that career goals don’t become static.”