Splunk: CISOs Face Mental Health Crisis Amid Cyber Attacks

The role of Chief Information Security Officer (CISO) has transformed from a technical position to a board-level responsibility in the past decade, as cyber attacks have evolved from occasional disruptions to persistent threats against corporate infrastructure. Now, these security leaders face unprecedented pressure as AI enables more sophisticated attacks, while economic constraints limit defensive resources.

As cyber attacks continue to increase, CISOs across the United Kingdom are experiencing rising stress levels and deteriorating mental health, according to research released by Splunk, a cybersecurity and data analytics company recently acquired by Cisco.

Splunk’s research reveals that 35% of UK CISOs reported regular experiences of stress and overwork in 2024, while 23% said they are actively seeking new roles.

The findings come at a time when cybersecurity leaders face mounting pressure to protect organisations from increasingly sophisticated threats, while managing complex technology infrastructures and addressing skills shortages within their teams.

Cyber attacks drive rising CISO workloads at UK businesses

The surge in CISO stress correlates with findings from the UK Government Cyber Security Breaches Survey, which reports that businesses experiencing cyber attacks rose from 39% to 50% in the past year.

The mounting pressure has transformed the nature of the CISO role, with 87% of respondents reporting their position has become more demanding compared to 2022. The primary change cited by 33% of CISOs is an acceleration in the pace of work.

Mental health concerns also emerged as a central factor in job satisfaction, with 44% of CISOs citing stress as their primary reason for seeking new employment, while 28% specifically mentioned declining mental health.

The research also indicates that 27% of CISOs have searched for new roles during the past year, highlighting a potential retention crisis within the cybersecurity sector.

Splunk research shows impact on CISO work-life balance

The research indicates that half of UK CISOs sleep six hours or fewer per night, below the National Health Service recommended duration. The work demands extend beyond office hours, with 325 of CISOs saying they have missed family events due to work commitments, and 335 viewing a work-free weekend as unattainable.

The impact extends to holiday time, with 76% of CISOs not using their full annual leave allocation. The research also reveals that 63% of CISOs report insufficient time to maintain work-life balance.

The pressure extends beyond the CISO role, affecting entire cybersecurity teams. The research finds that 34% of CISOs observe stress indicators in their staff, while an equal percentage report evidence of burnout - a state of physical and emotional exhaustion resulting from prolonged workplace stress.

Retention crisis looms for cybersecurity teams

The findings raise concerns about the cybersecurity sector's ability to retain talent in 2025. With 31% of CISOs expressing concern that team stress levels will impact business operations and security posture, the research highlights a potential vulnerability in UK corporate cyber defences.

The situation appears particularly critical given the existing skills shortage within the cybersecurity sector. Despite these challenges, only 36% of UK businesses provide or fund mental health services for their cybersecurity teams, according to the research.

The gap between increasing workplace demands and support services suggests a growing disconnect between business requirements and employee wellbeing in the cybersecurity sector.

James Hodge, Chief Strategic Advisor for Splunk EMEA, says: “Growing attack surfaces, increases in infrastructure complexity, and the increasing sophistication of threat actors are all combining to make the cyber-professional's task more difficult.

“Leaders need to turn the tide in 2025, both defending more effectively and ensuring they can spot and respond to a disruptive incident effectively to mitigate the impact,” James says. “Organisations need to ask themselves how they can support their employees not only through adoption of effective technologies, but through increased investment into talent and provision of tools and services to manage their general wellbeing.”

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