The number of workdays lost to work-related stress, depression or anxiety has gradually risen since 2017, reaching a rather troubling 54% in the most recent Health and Safety Executive (HSE) Labour Force study. 

The emergence of COVID-19 has only exaggerated this trend, with a recent Stress Management Society survey pinpointing workplace disconnect, isolation, and lack of control throughout the pandemic as the main triggers for a rise in stress levels.

So with many businesses now apparently hanging on the edge of a whole new mental-health crisis, what can employers do to better safeguard themselves from the influence of stress, whilst of course reducing the risk that such illness poses to its employee base? Let's discuss;

What are the common causes of work-related stress?

The Perkbox 2020 Workplace Stress Survey, points to ‘office politics’ (37%) as the most common cause of work-related stress, followed closely by ‘lack of communication’ (34%), and ‘the performance of others’ (33%).

But although issues with poor communication or clashes between employees might indeed create a surge in stress, there are numerous potential causes to be aware of: 

• Promotion over and above skillset/experience; 
• Businesses undergoing major change or restructure;
• Short or unachievable deadlines;
• When workers lack autonomy with decision making or how they carry out their work;
•  An increase to workload without an understanding of when or if further support will be made available;
• Bullying and harassment in the workplace;
• Ineffective briefing processes.

What does the law say about work-related stress?

Employers are legally responsible for the physical and mental health and safety of their staff, and as such, they have to adhere to the strict legislation outlined within The Health and Safety at Work Act 1974 and The Management of Health and Safety at Work Regulations 1999.

These laws specify the implementation of workplace risk assessments to reflect the potential damage that poor mental health can cause. Risk assessments should help to identify the potential risks for a person’s mental wellbeing and facilitate ant reasonably practical measures which could control or lower such risks. 

Depending upon specific circumstances, the Equality Act 2010 may also be of relevance, particularly if stress can be linked to, exacerbated, or caused by an underlying illness or ailment which could be classed as a disability. There are certain obligations that are set out within this act, and the failure to follow them could see the employer liable for discrimination. 

What can employers do to tackle work-related stress?

There is not a uniform approach for tackling stress in the workplace as each business operates differently, and each person will be unique in their ability to manage pressure at work. Equally, that ability to cope may fluctuate over time depending on personal circumstances. Having said that, businesses should seek to introduce a comprehensive, coherent stress-management procedure to monitor any red flags that arise and make sure that no employee feels that their wellbeing is being neglected whilst at work.

Such actions that may be helpful include:

• Introduce flexible working hours, a work from home policy, or a hybrid working policy
• Schedule regular one-to-ones with line managers or department leads to discuss or highlight any concerns; 
• Maintain an “open-door policy” so workers know there is an option to seek help or advice at any time; 
• Offer employees additional support or training of either a personal or professional nature, if needed or requested;
• Share regular business updates to ensure everyone feels involved;
• Make counselling or support services available;
• Hold frequent team-building events so that workers can unwind and build social interaction;
• Provide resilience training;
• Put a maximum cap on working hours;
• Consider psychometric testing when recruiting or promoting to fully assess the suitability of a potential candidate. 

What can you do if your employer fails to acknowledge your work-related stress?

The aforementioned Perkbox survey suggests that 79% of British adults frequently experience work-related stress to some degree. Those who are the most badly affected might wish to take legal action against their employer if they do not feel that their health concerns were taken seriously, or that appropriate steps were taken to improve their circumstances. 

The majority of legitimate stress concerns can often be resolved by having honest, open conversations with colleagues or management in the workplace, but the importance of protecting mental health should never be underestimated. Employees need to try to cultivate mutually respectful relationships with their employers when it comes to their stress or mental health requirements. Further, and arguably, more importantly, employers should offer continuous support to their employees and be confident that they are managing to deliver upon their duty to care towards the health and wellbeing of their workforce.