Published: June 2026
Reading Time: 7–9 minutes
Suitable for: Employers, Managers and Employees
Topics: Occupational Health, Wellbeing, Mental Health, Management
At a glance
Remember these key points:
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Pressure can be positive, but excessive or prolonged pressure can lead to work-related stress
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Stress can affect both physical and mental health
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Good communication, realistic workloads and supportive management can significantly reduce stress
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Looking after employee wellbeing benefits both individuals and the organisation
Why this matters
Everyone experiences pressure from time to time, and a certain amount of pressure can help people stay motivated and productive. However, when workplace pressures become excessive or continue for prolonged periods, they can develop into work-related stress.
Stress is one of the leading causes of work-related ill health in Great Britain, contributing to sickness absence, reduced productivity and lower employee morale. By recognising the causes of work-related stress and taking practical steps to manage them, employers can create healthier, safer and more productive workplaces.
What is work-related stress?
The Health and Safety Executive (HSE) defines work-related stress as:
“The adverse reaction people have to excessive pressures or other types of demand placed on them.”
It’s important to understand that pressure and stress are not the same thing.
Pressure can often be positive, helping people meet deadlines or overcome challenges. Stress occurs when the demands placed upon someone exceed their ability or resources to cope.
Because everyone responds differently, the same workplace situation may affect employees in different ways.
What causes work-related stress?
Many different factors can contribute to stress at work. The HSE identifies six key areas that employers should consider.
Demands
High workloads, unrealistic deadlines, long working hours, physically demanding work or insufficient resources can all increase stress levels.
Employees should have workloads that are manageable and enough time and support to complete their work safely.
Control
People generally cope better when they have some influence over how they carry out their work.
Where employees have little control over their workload, working methods or priorities, stress can increase.
Support
Employees should feel supported by both managers and colleagues.
Support may include:
- Appropriate training
- Regular feedback
- Access to information
- Adequate equipment and resources
- Opportunities to discuss concerns
Relationships
Positive working relationships are essential for a healthy workplace.
Poor communication, conflict, bullying or harassment can all contribute to work-related stress and should be addressed promptly.
Role
Employees should understand:
- What their responsibilities are
- Who they report to
- What is expected of them
Unclear or conflicting responsibilities can create unnecessary anxiety and frustration.
Change
Organisational change can often be unsettling.
Whether introducing new technology, restructuring departments or changing working practices, employers should communicate openly with employees and involve them wherever possible.
Recognising the signs of stress
Stress affects people differently, but there are often warning signs that shouldn’t be ignored.
Physical signs may include:
- Headaches
- Fatigue
- Difficulty sleeping
- Muscle tension
- Frequent minor illnesses
Behavioural changes may include:
- Increased sickness absence
- Reduced concentration
- Lower productivity
- Withdrawal from colleagues
- Irritability
- Changes in timekeeping
Recognising these signs early allows employers and employees to work together before problems become more serious.
How employers can help
Managing work-related stress isn’t about removing every challenge from the workplace. Instead, it’s about creating an environment where employees have the support, resources and communication they need to cope with the demands of their role.
Practical steps include:
- Setting realistic workloads and deadlines
- Clearly defining roles and responsibilities
- Providing appropriate training
- Encouraging regular communication between managers and employees
- Addressing bullying or workplace conflict promptly
- Supporting flexible working arrangements where practical
- Monitoring workloads during busy periods or organisational change
- Encouraging employees to take breaks and annual leave
Small improvements in communication and planning can often have a significant impact on employee wellbeing.
What can employees do?
Managing stress is a shared responsibility.
Employees can help by:
- Speaking to their manager if workloads become unmanageable
- Taking regular breaks
- Using annual leave to rest and recover
- Supporting colleagues
- Seeking help early if they begin to struggle
- Looking after their physical health through sleep, exercise and a healthy lifestyle
Early conversations are often far easier than trying to resolve problems once they have escalated.
What does the law say?
Employers have a legal duty to protect the health, safety and welfare of their employees, including their mental wellbeing where work activities may create risks.
Employers should consider the factors within their workplace that could contribute to work-related stress and take reasonably practicable steps to reduce those risks.
Related resources
Documents
E-learning
Need more help?
Your Harwood Health & Safety Portal contains a range of documents, e-learning courses, toolbox talks and practical resources designed to help you put the guidance in this article into practice.
We recommend exploring the related resources listed above and incorporating them into your day-to-day health and safety management. Regularly reviewing your policies, training and procedures will help ensure your workplace remains safe, compliant and supportive for everyone.
