Workplace stress is one of the leading causes of reduced productivity, increased absence and poor employee wellbeing across the UK. In fact, Work-related stress, depression and anxiety account for 22.1 million working days lost in 2024/25, making it the largest contributor to work-related ill health absence. This highlights a growing challenge for organisations to manage pressure effectively.
For employers, this creates both a performance risk and a legal responsibility. The Health and Safety Executive (HSE) makes clear that work-related stress must be treated as a health and safety issue — not simply a wellbeing initiative.
Encouraging stress management can protect employee wellbeing, as well as improve performance and resilience in the long-term.
This guide outlines the causes of workplace stress, why it matters, and how employers can take practical action to manage it effectively.
What causes stress at work?
Stress occurs when employees feel unable to cope with the demands placed upon them. While some level of pressure can improve focus and motivation, excessive or prolonged pressure can quickly become harmful.
The HSE identifies several key risk factors that contribute to work-related stress, often referred to through the Management Standards framework:
Demands
High workloads, unrealistic deadlines and insufficient resources can overwhelm employees and reduce their ability to perform effectively.
Control
A lack of autonomy over how work is completed can lead to frustration and disengagement.
Support
Limited support from managers or colleagues can leave employees feeling isolated when facing challenges.
Relationships
Conflict, poor communication or negative behaviours within teams can significantly increase stress levels.
Role clarity
Unclear expectations or conflicting responsibilities can create confusion and anxiety.
Change
Poorly managed organisational change — such as restructuring or new systems — can lead to uncertainty and pressure.
These factors rarely operate in isolation. In many cases, stress develops when multiple pressures combine and persist over time.
Why stress management matters
Encouraging stress management is critical not only for employee wellbeing but also for overall organisational performance.
When stress is left unmanaged, it can have serious consequences for both mental and physical health. Employees may experience:
- Increased anxiety, depression or emotional distress
- Sleep disruption and fatigue
- Reduced confidence and self-esteem
- Physical symptoms such as headaches, muscle tension or cardiovascular issues
Stress can also worsen pre-existing mental health conditions, making early intervention essential. When unmanaged, organisations may observe:
- Reduced productivity and lower quality work
- Increased sickness absence and presenteeism
- Higher employee turnover
- Lower engagement and morale
How employers can manage stress effectively
Managing workplace stress requires a proactive, structured and consistent approach. The following actions help organisations reduce risk and support employees effectively.
1. Carry out stress risk assessments
Organisations with five or more employees are legally required to have written risk assessments. Including stress-specific assessments allows employers to:
- Identify key stressors within teams or roles
- Evaluate how these pressures impact employees
- Implement targeted actions to reduce risk
Regular reviews ensure risks are monitored over time and adjusted as the organisation evolves.
2. Create a culture of open communication
Stress is often hidden until it becomes severe. Encouraging open conversations helps to identify issues earlier and reduce stigma.
Employers should:
- Train managers to recognise and discuss stress confidently
- Encourage regular wellbeing check-ins
- Promote a psychologically safe environment where employees feel comfortable speaking up
Open dialogue not only supports individuals but also helps organisations identify recurring stress triggers.
3. Set realistic and manageable workloads
Unmanageable workloads are one of the most common causes of stress at work.
Employers should ensure that:
- Expectations are clear and achievable
- Deadlines are realistic
- Work is distributed fairly across teams
Regular one-to-one meetings allow managers to review workloads, adjust priorities and provide support where needed.
4. Provide access to training and resources
Raising awareness gives employees the tools to manage their own stress more effectively.
Organisations can support this by:
- Delivering stress awareness training
- Sharing practical coping strategies and resources
- Promoting wellbeing initiatives throughout the year
Equipping employees with knowledge empowers them to recognise and respond to stress early.
5. Signpost professional support
Some situations require specialist support beyond what managers can provide. Ensuring employees have access to professional help is essential.
This may include:
- Counselling services
- Mental health support lines
- Employee Assistance Programmes (EAPs)
How an EAP can strengthen your approach to stress management
Even with strong internal processes, managers may lack the time or expertise to fully support employees experiencing stress. A clinically governed Employee Assistance Programme (EAP) provides an additional layer of support.
With an EAP, your people can independently access qualified counsellors and advisors, ensuring they receive timely, expert guidance as soon as issues begin to develop. For managers and leaders, an EAP also provides reassurance and practical guidance. It offers a clear pathway for escalation when situations move beyond their remit, while also supporting them in navigating complex or sensitive cases. This reduces uncertainty, promotes consistency in decision-making and ensures that responses align with both wellbeing best practice and legal responsibilities.
Through accessible, 24/7 professional support, it ensures that both employees and managers have the tools they need to manage stress proactively, reduce risk and maintain a healthy, resilient workforce.
Frequently asked questions
How can you tell if workplace pressure is becoming a problem?
Pressure can become harmful when it starts affecting an employee's performance, behaviour or wellbeing. Common signs include missed deadlines, increased mistakes, disengagement, irritability, reduced confidence or more frequent absences.
What role do managers play in preventing workplace stress?
Managers are often the first line of defence. By checking in regularly, listening to concerns and responding quickly to signs of stress, they can help prevent issues from escalating into longer-term wellbeing or performance problems.
Can addressing stress improve employee retention?
Yes. Employees are more likely to remain with organisations where they feel supported and valued. Taking stress seriously can strengthen trust, improve job satisfaction and reduce the likelihood of employees seeking opportunities elsewhere.
Is stress management only important when employees are struggling?
No. The most effective approach is preventative rather than reactive. Building healthy working practices, encouraging regular conversations and providing support resources can help employees stay resilient before stress becomes a significant issue.
