How to Reduce Stress in the Workplace

Stress is an inevitable part of any person’s working life especially when workplace responsibilities and outside factors all become a bit too much. It is a widespread problem that affects approximately 964,000 people across the UK workforce.

However, in some instances, stress can be a positive factor in motivating a person, inspiring them to complete a task in a timely manner. The issues begin when people experience excessive levels of stress for a prolonged time. In these instances, it can negatively impact a person’s mental and physical health, often leading to burnout. That is why it is vital to implement effective options for stress management in the workplace.

What causes stress at work?

Stress in the workplace can be caused a variety of factors that affect people in different ways. There are some common causes of stress at work, but people can respond differently depending on the individual’s circumstance. For example, juggling multiple tasks may be stressful for one person, but another may thrive under that pressure. That’s why it’s important to review multiple sources of the cause of stress, and assess if adjustments need to be made.

Here are some common sources of workplace stress:

• Excessive workloads

• Lack of control (progression, work assignments)

• Poor working relationships

• Unreasonable working conditions

• Lack of communication

• Tight deadlines

• Bullying and harassment

• No training or development opportunities

• Organisational changes (such as redundancies or team restructures)

The impact of stress at work

Workplace stress can cause a variety of issues which are not only damaging to an individual, but to an organisation. Here are some of the ways that stress might appear in people and how the impact they can have:

• Low mood

Reduced productivity levels due to lack of engagement

• Poor motivation and engagement levels

Deadlines are missed and tasks aren’t completed to a high standard

• Increased sick days

Decreased workforce output and higher SSP costs

• Presenteeism

More prone to mistakes

• Social withdrawal

Workplace culture becomes less open supportive and healthy

• Irritability

Negatively impacts workforce morale and commitment

• Increased anxiety levels

Can lead to long-term mental health related absence

•Physical symptoms – stomach issues, muscular tension and poor sleep

Can lead to sickness absence

How does stress outside of work affect workplace performance?

External stress outside of work often negatively impacts workplace performance. Depending on the issue, it may be hard for an individual to ‘block out’ the stressor. External stressors can cause or further amplify workplace stress as it causes missed details, deadlines, limits focus, etc. and create a vicious cycle of stress.

Numerous personal issues can be the cause of external stress, such as:

• Relationships – Divorce, break-ups, arguments with friends or family, etc.

• Bereavement – Loss of a loved one

• Finances – Issues of debt, rising living costs and bills

• Physical health – Long-term illnesses or an injury

External stress can manifest in a variety of ways. One key example of failing to manage outside stress is often appearing ‘preoccupied’, but in reality, is affected by an issue in their personal life. This behaviour is known as presenteeism and is an increasingly problematic issue for organisations, with findings estimating it costs £21 billion in lost productivity.

Ways to reduce workplace stress

To reduce stress across the workforce, leadership teams must take all reasonable steps to protect their people from any possible emotional harm or worsening mental health in the workplace.

Stress management training

These sessions are conducted through workshops, where attendees will learn about the impacts of stress, how to recognise the signs and how to reduce it in the workplace. After stress management training, individuals are better able to identify both physical and emotional symptoms of stress. By recognising these signs earlier, managers can offer workplace stress relief activities to help resolve these issues.

Mental health first aid training

Mental Health First Aid (MHFA) training courses are specifically designed to equip people with the skills and confidence to act as a first point of contact for employees experiencing mental health challenges, including stress. Managers can learn to recognise the early warning signs of burnout and poor mental health and signpost necessary support.

Comprehensive wellbeing strategy

Wellbeing strategies can improve productivity and protect against mental health related absences. Effective strategies are centred on creating a safe, supportive environment where employees feel protected, listened to, and able to access support when needed. With a well-developed, clear strategy, leadership teams can introduce consistent processes for monitoring stress and for encouraging open communication. This may include regular check-ins, clear reporting pathways and guidance on managing work-related pressures.

How an Employee Assistance Programme can help with stress at work

HA | Wisdom Wellbeing’s Employee Assistance Programme (EAP) provides a safe, confidential space for employees to discuss challenges affecting their mental health and wellbeing and any issues that may be causing stress in the workplace. Contactable 24/7, 365 days a year, our service can be used at any time through the Wisdom app to connect with a qualified counsellor. This flexibility allows individuals to seek help in a way that suits them, encouraging early engagement before stress develops into more serious issues.

For management and leadership teams, an EAP is not only a support mechanism for individuals but also a valuable resource in responding to stress within their people. Encouraging the use of these services helps create clear, accessible pathways for support, while also providing reassurance that employees have somewhere to turn outside of immediate line management.

In addition to this, with HA | Wisdom Wellbeing’s EAP, organisations can benefit from our Active Care service through our Wisdom Super Care package. The service is designed to safeguard staff who are off sick with stress and/or anxiety though a proactive approach to absence to safeguard people and facilitate a smoother return to work. Find out more about our Active Care support service if your organisation needs support with extended absences and return-to-work processes.

Conclusion

No one should ever have to deal with excessive workplace stress in silence, especially if it is negatively impacting their mental health. If you notice someone in your organisation is struggling with stress, management teams need the appropriate resources to respond and support. After all, workplace stress is inevitable, but by providing the necessary support and signposting resources to manage stress levels and prevent burnout and mental health-related absences is key to success and improved workforce wellbeing.

FAQs

What are the common signs of stress in employees?

Signs of workplace stress often show up as changes in behaviour, mood or performance. Organisations may notice reduced concentration, irritability, increased absences, withdrawal from colleagues, or a drop in productivity. Physical symptoms such as headaches, fatigue or sleep issues can also indicate that an employee is struggling.

What are employers’ responsibilities for managing stress at work?

Under UK health and safety law, such as the Health and Safety at Work Act 1974, organisations must assess and manage risks to employee wellbeing, including work-related stress. This includes carrying out stress risk assessments, providing appropriate support, and taking reasonable steps to reduce or remove known stressors.