Health & Wellbeing
How to Reduce Work-Related Stress: 6 Ways to Support Staff
To reduce work-related stress, employers should:
- Assess the risks: identify the causes of stress using the HSE Management Standards.
- Manage workloads: set realistic workloads and deadlines.
- Give people control: give employees more say over how they work.
- Train managers: help them spot and respond to stress early.
- Communicate clearly: especially during periods of change.
- Make support accessible: for example, through an Employee Assistance Programme (EAP).
Work-related stress is one of the most common causes of ill health and absence in the UK. It affects wellbeing, performance and retention, and employers have a legal duty to assess and manage it. This guide explains what causes work-related stress, what the law requires, and six practical ways to reduce it in your workplace.
Key takeaways
- Scale of the problem: according to HSE, 964,000 workers suffered from work-related stress, depression or anxiety in 2024/25, leading to 22.1 million working days lost.
- Legal duty: employers have a legal duty to assess the risk of work-related stress and take action to reduce it.
- Six causes to check: the HSE Management Standards cover the six main causes of work-related stress: demands, control, support, relationships, role and change.
- Tackle causes first: the most effective approach deals with the causes of stress, such as workload and lack of control, not just the symptoms.
- Support matters: manager training and accessible support, like an EAP, help people get help early.
What is work-related stress?
Work-related stress is the harmful reaction people have to excessive pressure or demands at work. Some pressure can be motivating, but when demands consistently outweigh someone's ability to cope, it becomes stress.
Over time, work-related stress can lead to fatigue, poor sleep, low mood, anxiety, burnout and physical health problems. It's not an illness in itself, but it can cause or worsen mental and physical health conditions if it isn't addressed.
How common is work-related stress in the UK?
Work-related stress is one of the leading causes of work-related ill health in the UK. According to the Health and Safety Executive (HSE), 964,000 workers suffered from work-related stress, depression or anxiety in 2024/25, resulting in 22.1 million working days lost. Source HSE statistics
The cost to employers is significant. Deloitte estimates that poor mental health costs UK employers up to £51 billion a year, through absence, presenteeism and staff turnover. Source: Deloitte report
What causes work-related stress?
The most common causes of work-related stress are heavy workloads, unrealistic deadlines, a lack of control over how work is done, and poor support from managers. HSE groups the main causes into six areas, known as the Management Standards:
- Demands: workload, work patterns and the working environment, such as too much or too little to do, or unrealistic deadlines.
- Control: how much say people have in the way they do their work.
- Support: the encouragement, resources and help available from managers and colleagues.
- Relationships: conflict, bullying and unacceptable behaviour at work.
- Role: whether people understand their role and responsibilities, and whether roles conflict.
- Change: how organisational change is managed and communicated.
Other contributing factors include a lack of training or progression opportunities, poor working conditions and low trust in management. Company culture plays a big part. A culture of long hours, constant availability or blame can make stress more likely across a whole team.
What are employers' legal duties for work-related stress?
UK employers have a legal duty to protect employees from work-related stress, in the same way as any other health and safety risk.
- Health and Safety at Work etc. Act 1974: employers must protect the health, safety and welfare of their employees, which includes mental health.
- Management of Health and Safety at Work Regulations 1999: employers must assess the risks to health, including work-related stress, and act on the findings. If you employ five or more people, you must record the significant findings of your risk assessment.
- Equality Act 2010: where stress is linked to a mental health condition that meets the definition of a disability, employers must consider reasonable adjustments and avoid discrimination.
Failing to manage work-related stress increases the risk of long-term absence, grievances and legal claims. Source: HSE guidance on work-related stress.
Related article: Your duty of care for mental health
What are the signs of work-related stress?
Spotting stress early makes it much easier to address. In individuals, signs of stress can include:
- tiredness, poor sleep or low energy
- irritability, mood changes or emotional outbursts
- withdrawal from colleagues
- a drop in performance or concentration
- increased sickness absence or lateness
Across a team, warning signs can include higher absence and staff turnover, falling morale, more conflict and lower engagement. Source: How to spot the early signs of stress in your team
1. Carry out a stress risk assessment
A stress risk assessment helps you identify the causes of stress in your workplace and decide what to do about them. HSE recommends five steps:
- Identify the hazards, using the six Management Standards areas as a guide.
- Decide who might be harmed and how.
- Evaluate the risks and take action.
- Record your findings.
- Monitor and review what you've done.
Staff surveys, absence data, exit interviews and conversations with employees can all help you understand where the pressure points are. Source HSE stress risk assessment guidance
2. Manage workloads and deadlines
Unmanageable workloads are one of the biggest causes of stress. Check that workloads are realistic, that deadlines are achievable, and that teams have the people and resources they need.
When priorities change or deadlines move, help employees re-prioritise rather than expecting them to absorb the extra work. Encouraging people to focus on what they can control, and to plan their tasks in order of priority, helps them manage busy periods without becoming overwhelmed.
3. Give employees more control over their work
People cope better with pressure when they have a say in how and when they work. Where possible, involve employees in decisions that affect them, and give them flexibility over how they complete their work.
Flexible working, such as adjusted hours, hybrid working or compressed hours, can make a real difference, especially for employees balancing work with caring responsibilities or health conditions. Take flexible working requests seriously and consider [reasonable adjustments] where needed.
4. Train managers to spot and respond to stress
Managers are often the first to notice when someone is struggling, but many don't feel confident starting the conversation. Training helps managers:
- recognise the signs of stress in individuals and teams
- start supportive conversations and listen without judgement
- adjust workloads and priorities when needed
- signpost employees to support, such as an EAP
- understand their own role and when to escalate
Mental Health First Aid training can also help you build a network of trained colleagues who can offer initial support. [Link to Mental Health First Aid training]
5. Communicate clearly, especially during change
Uncertainty is a major source of stress. Keep employees informed about changes, expectations and how they're performing, and explain the reasons behind decisions.
Open, two-way communication also makes it easier for employees to raise concerns early. Regular one-to-ones, team check-ins and anonymous feedback channels give people a safe way to say when pressure is building.
6. Make support easy to access
Even with the right measures in place, some people will still experience stress, whether it's caused at work or at home. Make sure everyone knows what support is available and how to access it confidentially, for example through an Employee Assistance Programme.
Wellbeing initiatives can support this approach, but they work best alongside the steps above, not instead of them. Examples include:
- wellness schemes, such as exercise classes or healthy eating challenges
- social activities that help teams connect
- a quiet space where employees can take a short break
- good lighting, ergonomic equipment and a comfortable working environment
What if stress is caused outside of work?
Employers still have a duty of care even when stress is caused by life outside work. Events like bereavement, relationship breakdown, money worries or moving house can all affect how someone copes at work.
Employees should feel able to talk about what's happening and to access support without judgement. Temporary adjustments, such as time off, flexible hours or a lighter workload, can help them stay in work while they deal with personal pressures. Related article: Mental health sick leave: what UK employers need to know
How an Employee Assistance Programme (EAP) helps reduce work-related stress
An EAP gives employees fast, confidential access to professional support, and it gives managers expert guidance on handling stress in their teams.
Wisdom Wellbeing's Employee Assistance Programme provides:
- 24/7 confidential support: in-the-moment help from qualified counsellors, 365 days a year.
- Short-term counselling: to help employees manage stress, anxiety and life events before they lead to absence.
- HR and management advice lines: guidance for managers and leaders on supporting employees under pressure.
- Help promoting your EAP: support and content to increase usage, so employees know where to turn.
See how an EAP can help support your staff
Frequently asked questions
What is an employer's legal responsibility for work-related stress?
Employers must protect employees' health, safety and welfare under the Health and Safety at Work etc. Act 1974, and that includes mental health. The Management of Health and Safety at Work Regulations 1999 require employers to assess the risk of work-related stress and take action to reduce it.
What are the HSE Management Standards?
The HSE Management Standards are a framework for identifying and managing the main causes of work-related stress. They cover six areas: demands, control, support, relationships, role and change.
Do employers have to carry out a stress risk assessment?
Yes. Employers must assess risks to health at work, including work-related stress. If you employ five or more people, you must also record the significant findings of your risk assessment.
How can businesses measure whether their stress-reduction efforts are working?
Employers can track indicators such as sickness absence rates, employee turnover, engagement survey results and Employee Assistance Programme (EAP) usage. Regular feedback from employees can also help identify whether initiatives are having a positive impact.
Are stress management initiatives beneficial for small businesses?
Yes. Even simple, low-cost measures such as regular check-ins, flexible working arrangements or promoting wellbeing resources can make a real difference. Smaller businesses often benefit from stronger communication channels, making it easier to identify and address concerns early.
What are the warning signs that a team may be experiencing high levels of stress?
Signs can include increased absenteeism, declining morale, reduced productivity, higher staff turnover, more workplace conflicts and lower engagement. Spotting patterns across a team can help employers intervene before issues escalate.
How often should organisations review their approach to workplace stress?
Review your approach regularly, and especially during periods of change such as business growth, restructuring or the introduction of new systems. An annual review of your stress risk assessment, supported by ongoing employee feedback, helps make sure support remains effective.
Why is employee trust important when tackling workplace stress?
Employees are more likely to raise concerns and seek support if they trust their employer. Building trust through transparency, consistency and open communication helps create a culture where potential stressors can be addressed before they become serious problems.
Can workplace stress affect employer brand and recruitment?
Yes. Organisations known for supporting employee wellbeing are often more attractive to job seekers and may find it easier to retain talent. A positive reputation for caring about employee wellbeing can strengthen both recruitment and retention.
Wisdom Wellbeing
Wisdom Wellbeing is the UK and Ireland’s leading EAP provider. Specialising in topics such as mental health and wellbeing, they produce insightful articles on how employees can look after their mental health, as well as how employers and business owners can support their people and organisation. They also provide articles directly from their counsellors to offer expertise from a clinical perspective. Wisdom Wellbeing also writes articles for students at college and university level, who may be interested in improving and maintaining their mental wellbeing.
Support your employees with an EAP
With an Employee Assistance Programme (EAP) from Wisdom Wellbeing, we can offer you practical advice and support when it comes to dealing with workplace stress and anxiety issues.
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