National Stress Awareness Day takes place this year on Wednesday 5 November and aims to raise awareness of the impact of stress on mental and physical wellbeing, encouraging open conversations and promoting effective strategies for managing stress.
While the workplace should be a place for employees to thrive, it can also be a common cause of stress – whether that be due to a heavy workload, lack of job security, or long working hours impacting upon that all-important work/ life balance.
Understanding workplace stress
Workplace stress occurs when employees feel unable to cope with job demands. Unmanaged stress can lead to burnout, reduced productivity, increased absences, illness, and regressive behaviour, ultimately affecting both employee wellbeing and organisational performance.
A 2023 survey by the Chartered Institute of Personnel and Development (CIPD) found that 76% of organisations reported stress-related absences. Additionally, the World Health Organization (WHO) classified burnout as an occupational phenomenon in 2019.
These statistics highlight just how widespread working stress is, and the likelihood that it impacts upon almost all workplaces, which makes it essential for employers to take proactive steps to support employee wellbeing and manage stress effectively.
Legal obligations for employers
In England and Wales, employers have a legal duty to protect employees from workplace stress.
- The Health and Safety at Work etc. Act 1974 requires employers to ensure, as far as reasonably practicable, the health, safety, and welfare of employees – including mental health.
- The Management of Health and Safety at Work Regulations 1999 mandate requires employers to conduct suitable and sufficient risk assessments. Employers with five or more staff must record significant findings and identify at-risk groups. They must also apply prevention principles, such as avoiding risks and providing appropriate instructions.
- Under the Equality Act 2010, if work-related stress results in a mental health condition that qualifies as a disability, employers must make reasonable adjustments to support affected employees.
Failure to meet these obligations can lead to legal consequences, including claims for negligence or discrimination.
Additionally, the Health and Safety Executive (HSE) offers guidance to help employers manage work-related stress. HSE’s guidance has six standards (Management Standards) that identify areas that can impact on whether the workplace/ employee’s role has a greater or lesser degree of creating stresses:
- Demands: What is the employee’s workload, working pattern and work environment? What support does the employer offer the employee with workload?
- Control: How much autonomy does the employee have?
- Support: How does the employer support the employee during their role? What encouragement does the employee receive from their managers and colleagues?
- Relationships: How does the employer encourage positive interactions? What is in place that addresses unacceptable behaviour?
- Role: What are the employee’s responsibilities? Are these clear or does the employee take on too much in their role?
- Change: How does the employer communicate and manage changes in the organisation with its employees? Is this done effectively?
Practical steps employers can take
To foster a supportive culture, employers should start by reviewing the Management Standards and conducting a risk assessment. Based on the results, corrective action should be taken using the Management Standards as guidance.
Beyond these steps, there are also other recommendations which employers would be advised to follow to help reduce stress amongst their workforce, including:
- Promote open communication: Encourage employees to speak up if they are struggling with stress and train managers to respond empathetically.
- Offer flexible working arrangements: Allow flexibility in working hours or location to support work-life balance, which may help to reduce stresses employees are facing.
- Provide access to support services: Offering access to Employee Assistance Programmes, counselling, and occupational health resources can help employees get the support they need to overcome their stresses.
- Train managers in mental health awareness: Equip leaders to manage stress-related issues and support team wellbeing.
- Encourage breaks and time off: Promote a culture where using annual leave is supported to ensure employees are getting sufficient breaks from work to help relieve any stresses they may be facing.
- Create a positive work environment: Foster inclusivity, recognise achievements, and ensure workloads are manageable.
If you have any further questions about managing employee stress levels and your obligations as an employer, then please get in touch with a member of our employment team who will be able to provide assistance.