Work-related stress and mental health at work: what employers need to know

Work-related stress is a harmful reaction to excessive pressure or demands at work. It affects health, performance and attendance, and employers have a duty to manage it like any other workplace hazard. This guide explains what work-related stress and mental health at work mean, what causes problems, what the law expects and what employers can do about it.

What is work-related stress?

Work-related stress is the adverse reaction people have when the demands of their job exceed their ability or resources to cope. Pressure itself is a normal part of work and can be motivating. Stress arises when pressure is excessive, prolonged or poorly supported.

Stress is not an illness in itself, but long-term stress can lead to conditions such as anxiety, depression, heart disease and burnout. It can also make existing health problems worse.

Work-related stress vs mental health

Term	Meaning
Stress	A reaction to pressure that feels too much to cope with
Mental health	A person's emotional, psychological and social wellbeing, which varies along a spectrum
Mental health condition	A diagnosed condition such as anxiety or depression, which may or may not be caused by work
Burnout	Exhaustion, cynicism and reduced effectiveness that develop from chronic workplace stress

Work can cause mental ill health, make it worse or help people recover. Employers cannot control what happens outside work, but they can control the job, the workload and the working environment.

Signs of work-related stress

Area	What you might see
Individual behavior	Irritability, withdrawal, tearfulness, poor concentration and changes in mood
Physical signs	Tiredness, headaches, sleep problems and frequent minor illness
Performance	More mistakes, missed deadlines and loss of confidence
Attendance	Sickness absence, lateness and presenteeism, which means working while unwell
Team signs	Conflict, high turnover, low morale and complaints

No single sign proves someone is stressed. Look for changes from a person's normal behavior and ask open questions.

Common causes of work-related stress

Many frameworks group causes under similar headings. The UK Health and Safety Executive's Management Standards, for example, use six areas.

Area	What it covers	Example problems
Demands	Workload, work patterns and the work environment	Unrealistic deadlines and long hours
Control	How much say people have in how they do their work	Rigid micromanagement
Support	Encouragement and resources from the organization, managers and colleagues	Unavailable managers and lack of training
Relationships	Promoting positive working and dealing with unacceptable behavior	Bullying, harassment and unresolved conflict
Role	Whether people understand their role and avoid conflicting roles	Unclear duties and competing priorities
Change	How organizational change is managed and communicated	Restructures with no consultation

Other factors include job insecurity, lone working, exposure to violence or trauma, poor work-life balance and discrimination. Psychosocial hazards is the broader term for work factors that can harm mental health.

What employers need to know about the law

Many countries treat work-related stress and psychosocial risks as health and safety issues. Employers generally have to assess the risks and take reasonable steps to control them. Examples:

• Great Britain: the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999 require employers to assess risks to health, which includes stress
• Australia: model WHS laws cover psychological health, and several states have specific regulations or codes on psychosocial hazards
• New Zealand: the Health and Safety at Work Act 2015 covers both physical and mental harm
• United States: there is no specific federal stress standard, but employers must still provide a workplace free from recognized hazards, and other laws on discrimination and disability can apply

Rules differ by country and change over time, so check the requirements for each site. Employers may also have duties under equality and disability laws to make reasonable adjustments for people with mental health conditions.

ISO 45003

ISO 45003 is an international standard that gives guidance on managing psychosocial risks within an occupational health and safety management system. It helps organizations identify psychosocial hazards, assess the risks and put controls in place. It is guidance rather than a requirement for certification. Ideagen's page on ISO 45003 gives more detail on the standard.

How to manage work-related stress: five steps

1. Identify the hazards

Look at the work factors above. Use staff surveys, focus groups, absence and turnover data, exit interviews and feedback from managers and safety representatives. Ask people what makes work difficult.

2. Decide who might be harmed and how

Some groups face higher risk, such as lone workers, shift workers, frontline staff, new starters, people returning from leave and those in roles with emotional demands. Look at where problems cluster.

3. Evaluate the risks and decide on action

Rate each risk by how likely it is to cause harm and how severe it would be. Then choose controls aimed at the cause, such as workload, role clarity or management behavior, rather than only at the individual.

• Review workloads and resourcing
• Give people more control over how they work
• Set clear roles and realistic deadlines
• Train managers to spot signs and hold supportive conversations
• Handle bullying and harassment quickly and fairly
• Consult staff on changes before they happen
• Offer support such as an employee assistance program, occupational health and flexible working

4. Record the findings and act

Write down the findings, the actions, who owns them and when they are due. Share the results with staff so they see that their feedback leads to change.

5. Monitor and review

Track indicators such as absence, turnover, survey scores and the number of people using support services. Review the assessment regularly and after major changes.

The role of managers

Line managers have the most influence on day-to-day stress. They set workloads, give feedback and decide how supportive the team feels.

• Hold regular one-to-one conversations and ask how people are coping
• Check workloads and re-prioritize when needed
• Respond early when someone shows signs of strain
• Keep conversations confidential and follow up
• Know where to point people for help
• Look after their own wellbeing, since managers under pressure pass it on

Managers do not need to be counselors. Their role is to notice, listen, adjust the work where possible and connect people with support.

Supporting someone who is struggling

• Find a private time and place and listen without judgment
• Ask open questions such as how things have been for them lately
• Agree practical changes, such as workload, deadlines or flexible hours
• Offer access to occupational health, an employee assistance program or other services
• Agree a follow-up date and keep it
• Consider reasonable adjustments where a condition is involved
• Keep notes of agreed actions

If someone is in crisis or at risk of harm, follow your organization's emergency procedure and encourage them to contact emergency or crisis services.

Frequently asked questions

What is work-related stress?

It is the harmful reaction people have when work demands exceed their ability or resources to cope.

Is stress a health and safety issue?

Yes. In many countries employers must assess and control the risks of work-related stress in the same way as physical hazards.

What are the main causes of work-related stress?

Common causes include excessive demands, low control, poor support, difficult relationships, unclear roles and badly managed change.

What can employers do to reduce stress at work?

Assess the risks, address the causes such as workload and role clarity, train managers, consult staff and review the results.

Is ISO 45003 mandatory?

No. It is guidance that helps organizations manage psychosocial risks within a health and safety management system.