Stress management
According to the World Health Organisation, stress is ‘the health epidemic of the 21st century’. It is one of the leading causes of absence from work in the UK.
Under UK health and safety legislation, employers have a duty to take care of the health, safety and welfare of their employees. This includes a responsibility to protect employees from the risk of stress at work by carrying out a risk assessment and acting on it. By recognising the signs and symptoms of stress in your workforce, your managers can play a big part in minimising this risk.
The law relating to workplace stress in the UK is scattered across a range of statutes and much of it has evolved from case law rather than legislation. It’s important for employers to keep up to date with the implications of recent cases as the law in this area is continually evolving.
Health services:
Enquire now on 0203 667 5400
Our experts are waiting to talk with you and our aim is to respond to all enquiries within 2 hours.
How Loch Training & Wellbeing can help:
Loch Training & Wellbeing
Testimonials
What are the main causes of stress at work?
There are six main areas that can lead to work-related stress if they are not managed properly. These are: demands, control, support, relationships, role and change.
For example, workers may say that they:
- are not able to cope with the demands of their jobs
- are unable to control the way they do their work
- don't receive enough information and support
- are having trouble with relationships at work, or are being bullied
- don't fully understand their role and responsibilities
- are not engaged when a business is undergoing change
Stress affects people differently – what stresses one person may not affect another. Factors like skills and experience, age or disability may all affect whether a worker can cope.
What routine management tools can I use to identify and tackle stress in the workplace?
What are the benefits of managing work-related stress?
There are many benefits of managing work-related stress and mental wellbeing at work, for both employee and employer:
Economic benefits
- lower risks of litigation – because you’re compliant with your legal duties
- improved customer care and relationships with clients and suppliers as a
- result of improved staff productivity and performance
- reduced staff absence and turnover resulting in lower costs associated with
- sick pay, sickness cover, overtime and recruitment
Benefits for individuals
- people feel more motivated and committed to their work
- morale is higher
- people work harder and perform better – increasing their earning power
- people feel they are part of a team and the decision-making process, so accept change better
- relationships, with managers and within teams, are better
- people are happy in their work and don’t want to leave
- line managers outwardly show their duty of care
- line managers demonstrate good management skills that could help their career development
Management benefits
- reduced staff turnover and intention to leave, so improving retention
- better absence management
- fewer days lost to sickness and absenteeism
- fewer accidents
- improved work quality
- improved organisational image and reputation
- better staff understanding and tolerance of others experiencing problems
