How to support staff with work-related stress

In the UK, work-related stress costs between £28 billion and £57.4 billion per year, through absenteeism and productivity, and is one of the most common causes of absence from work.

Stress can develop in any job, even if you love what you do. With deadlines, busy periods and big projects being a part of normal working life, the workplace can be especially prone to stressful situations. A build-up of stress can have a negative impact on employees, including fatigue, lack of motivation, burnout, affected sleep, low mood and anxiety.

Stress not only takes a toll on employees, but it can also negatively impact your business. Even if you think you have the right support systems in place, things like overworking, staff shortages, lack of signposting for support and a lack of management and leadership training can have a detrimental effect on one’s stress levels, resulting in unnecessary absences.

Employers should be aspiring to create a working environment that encourages their people to work efficiently, within their capacity and with the ultimate goal of employees enjoying coming to work every day. A tangible step towards achieving this is by focusing on by improving mental health at work. It is important for employers to also focus on counteracting sources of stress and giving employees a chance to feel motivated and re-energised. And while it may seem like a difficult task to accomplish, it’s necessary to protect the output, reputation and revenue of your business.

What causes workplace stress?

One of the most common causes of work-related stress is unattainable deadlines, unmanageable workload and big projects. However, many instances of work-related stress can be caused by you, the employer. How you uphold and create your company culture, can ricochet throughout your business and contribute to:

• Unsafe working conditions
• A toxic working culture
• A workplace with a poor reputation
• Unsustainable ways of working
• Health concerns
• Breaking the law

Complying with the law is of particular importance, alongside the wellbeing of your people. As a business, you must comply with health and safety regulations, as well as the Equality Act 2010, among others. If work-related stress is not mitigated to the best of your ability, then the chance of litigation increases.

Causes of work-related stress can be:

• Too much (or too little) to do
• A lack of progression opportunities
• Poor working conditions
• A lack of control
• No support in the face of unfair treatment and/or bullying
• No opportunity for training and development
• Low or no trust in their manager or business as a whole

What if stress is caused outside of work?

Then you still have a duty of care to safeguard your employees in work. We all have different tolerances and resilience levels towards stress, and when significant life events happen such as moving house, divorce or a bereavement, an employee needs to feel as though they can talk about it and access support in order to work at their usual capacity.

Work-related stress and its consequences on organisations

When someone experiences work-related stress over a prolonged period, it can take a huge toll on the body and mind. It impacts businesses due to:

• Presenteeism (being at work whilst feeling unwell)

• Increased absence rates

• Poor productivity

• Lack of engagement

• Neglecting self-care

• Increased anxiety and low mood

• Poor sleep and exhaustion

• Irritability

• Isolation and withdrawal

Work-related stress is one of the biggest contributing factors to absences at work, which can be a huge cost to the business. In some cases, this may lead to long-term sickness, especially if the employee has experienced stress for a long period of time without intervention or has a condition that makes them more prone to stress. In fact, in 2026, it is estimated that 1 in 5 employees experience work-related stress, which is around 828,000 employees, resulting in 22.1 million working days lost due to stress, anxiety or depression.

How businesses can reduce work-related stress

Working with your HR team (in-house or otherwise), you can have policies and procedures in place to safeguard against work-related stress. Here are some of our recommended ways to ensure the psychological safety of your staff and minimise work-related stress.

1. Introduce wellness schemes

Exercise and a balanced, healthy lifestyle are imperative when it comes to combating work-related stress. Employee wellness schemes, such as introducing office gym classes or running company-wide healthy eating challenges are a good way to help employees focus on self-care and feel motivated about their wellbeing. This can also foster employee connections and increase overall workplace happiness.

2. Create social activity

Employees spend a lot of time with their co-workers and therefore it’s important they feel comfortable with each other. The more people enjoy their time at work, the better the atmosphere will be – and a better office atmosphere leads to higher levels of productivity, creativity and collaboration. Setting aside an hour sporadically to bring your team together in a fun environment, can be great for reducing employee stress, boosting morale and team building.

3. Communicate with your employees

Open communication is critical in leadership; keeping employees up to date regarding changes, expectations and their own performance not only keeps them on track, but also reduces feelings of stress and anxiety. It is important to keep employees well-informed of the latest developments and departmental changes. Furthermore, open communication creates a two-way relationship, and the more employers converse with employees, the more likely employees are to share concerns, ideas and thoughts. This will work towards creating much stronger working relationships and a healthier overall company culture, as feedback can be implemented accordingly.

4. Provide a ‘relaxation’ space for staff

Sometimes people need 15 minutes to relax, re-group, disengage from technology and general work-related interactions. Providing a quiet room or a ‘relaxation’ zone where employees can spend 15 minutes with their thoughts can dramatically help reduce stress. After taking a short break free from distractions, people often feel refreshed and re-energised to tackle the rest of the day. This space could include self-help books, motivational quotes and fidget toys to further promote relaxation and stress reduction.

5. Adjust lighting and ergonomics

A working environment has a direct impact on energy levels, productivity and focus. Where possible, making adjustments to workspaces, such as maximising natural light to reduce eye strain, ensuring that proper equipment for posture is provided and meeting flexible working requests and reasonable adjustments where possible, can ensure employees feel comfortable in work.

6. Prioritising workloads

Within a busy office environment, stress often occurs as a result of situations that fall beyond the employee’s control, for example, a deadline being brought forward unexpectedly. In this instance, employees can adopt a frantic approach to their work in order to get everything done at once in an attempt to meet deadlines. Try to encourage your workers to focus on the things they can control and create numbered to-do lists that will prioritise their workload, rather than becoming overwhelmed. This reaffirms that employees have autonomy, capability and resilience, and helps them navigate periods of stress.

How an Employee Assistance Programme can help against work-related stress

Employee Assistance Programmes (EAPs) help employees with their mental health and wellbeing and also provide support to employers looking to get the best out of their employees. At HA | Wisdom Wellbeing, we provide in-the-moment support 24/7, 365 days a year, as well as HR and Management advice lines for managers and leaders within your business who need advice. By providing your people with confidential support outside of the business, they can feel supported and more able to seek employee counselling at a time that suits them. We also help businesses by supporting them with ways to increase EAP usage and provide insightful content to support both you and your people.

Conclusion

While we can’t control how people feel, we can give them consistent reminders and support for when they need it. How work-related stress is managed starts at the top of the chain, and by giving your employees what they need to thrive and manage their stress, you can see the returns and reduce costs associated with absences.

Frequently asked questions

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 significant 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?

Stress management should be reviewed regularly, particularly during periods of change such as business growth, restructuring or the introduction of new systems. An annual review, supported by ongoing employee feedback, can help ensure 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 efforts.