#BeTheChange: How employers can support wellbeing and reduce workplace stress

April marks Stress Awareness Month, an annual initiative running since 1992 that aims to increase public understanding of both the causes and solutions to stress, including stress in the workplace.

As we look ahead to April, it provides a timely opportunity to reflect on how stress affects individuals, teams and organisations and to consider the steps we can take to create healthier, more supportive environments.

This year’s theme, #BE THE CHANGE serves as a powerful call to action, encouraging individuals to recognise their own ability to influence their wellbeing, their relationships, and their wider communities.

The Growing Concern of Work-Related Stress

According to Health and Safety Executive (HSE) data, an estimated 776,000 workers experienced work-related stress, depression, or anxiety in 2023/2024, resulting in a staggering 16.4 million lost working days.

Reports show that self-reported work-related stress levels remain higher than before the COVID-19 pandemic, reflecting a continuation of the upward trend observed in recent years. Wider reports and commentary suggest that external pressures, especially the cost of living crisis, and growing economic uncertainty, may contribute to further increases in work related stress. Employers should take Stress Awareness Month as an opportunity to reflect on their approach to managing workplace stress and consider additional steps to support their teams.

Understanding Stress in the Workplace

What is stress? Stress is an individual’s negative reaction to excessive pressures or demands placed on them. While a certain amount of work pressure can boost motivation and ambition, too much can lead to overwhelming stress. Common causes of workplace stress include:

• Excessive workload and unrealistic expectations
• Interpersonal conflicts
• Organisational changes and poor communication
• Unclear job roles and responsibilities

Recognising Signs of Work-Related Stress

Employers should avoid making assumptions but must actively identify signs of stress before serious health problems develop. Key indicators may include:

• Noticeable mood or behavioural changes
• Decline in work quality or focus
• Increased anxiety, fatigue, or withdrawal
• Frequent absences or tardiness
• Employees not using their full holiday entitlement
• High staff turnover rates
• A long-hours work culture

Employer Responsibilities

Under the Health and Safety at Work Act 1974, employers have a duty to protect employees from workplace stress by conducting risk assessments and taking necessary actions. While stress itself is not classified as a disability under the Equality Act 2010, prolonged stress can lead to mental health conditions such as anxiety disorders or depression, which may qualify as a disability under the legislation. To foster a mentally healthy workplace, employers should consider the following tips:

1. Recognise signs of stress and engage in private, supportive conversations with affected employees.
2. Consider workplace adjustments to help alleviate pressure, even if the stress source is unrelated to work.
3. Implement a stress management policy that demonstrates the organisation’s commitment to employee wellbeing.
4. Train managers to identify stress-related issues and support their teams.
5. Encourage open dialogue, ensuring employees feel comfortable raising concerns about their stress levels.
6. Reassess working hours, workloads, and overtime, exploring solutions to reduce strain.
7. Offer employee support services, such as Occupational Health, counselling, Employee Assistance Programmes, and mental health first aiders.
8. Conduct regular stress surveys, using employee feedback to guide workplace improvements.
9. Foster open and clear communication between colleagues and leadership teams.
10. Adopt a zero-tolerance policy on workplace bullying and ensure management leads by example.

#BeTheChange by prioritising employee mental wellbeing. It not only boosts productivity and job satisfaction but also helps reduce the risk of legal claims, benefitting everyone involved.

If you would like to introduce a Stress and Mental Wellbeing policy in your workplace, or to discuss any aspect of this blog, please contact a member of our Specialist Employment Law Team.