When job demands frequently exceed an employee's ability to cope, whether due to heavy workloads, tight deadlines, lack of control, or poor support, stress can quickly accumulate and impact both the mental and physical health of an individual.
Stress related to personal issues, such as unstable finances, toxic relationships or marriage, and poor physical health, can further compound the effect. It becomes a never-ending circle of stress that, evidently, in many cases, can lead to an unfortunate outcome.
Stress at work, if left unaddressed, may lead to reduced performance, hostile or conflicting professional relationships, a tense working environment, increased absence, burnout, and long-term health problems.
Understanding work-related stress, why it occurs, and how to effectively manage it is essential for creating a healthier and more productive workplace where people feel supported, valued, and able to perform at their best.
Causes of work-related stress
As we briefly touched on in the introduction, when frequent demands of a role exceed an employee’s capacity to cope, it can lead to work-related stress. One of the most common causes is excessive workload, particularly when employees face unrealistic deadlines, long working hours, or insufficient resources to complete tasks effectively.
Constant pressure to perform at a high level without adequate downtime can lead to mental fatigue and burnout, which may manifest as a lack of enthusiasm, sparkle, or vigour, or difficulty completing tasks frequently.
A lack of control over how work is completed is another factor. When an employee perceives that they have little influence over decisions affecting their role, schedules, or workload, they may feel powerless or undervalued. This can be compounded by unclear job expectations and poorly defined roles and responsibilities, which lead to confusion, conflict, and performance anxiety.
Another significant contributor to work-related stress is poor workplace relationships. Inadequate support, ineffective or poor communication, bullying, harassment, or unresolved conflict between colleagues can create an unhealthy working environment. Likewise, organisational change, restructuring, job insecurity, or changes to roles and processes can generate uncertainty and fear where communication is limited or inconsistent.
Other contributing factors include a poor work–life balance, limited opportunities for development, and a workplace culture that does not prioritise wellbeing.
Over time, these pressures can accumulate, potentially increasing the risk of stress-related illness. This highlights the importance of identifying and addressing the root causes of work-related stress at an individual and organisational level.
“Employers have a legal duty to protect employees from stress at work by conducting a risk assessment, implementing it, and taking the necessary action”
Signs and symptoms of work-related stress
The signs and symptoms of stress show up in many ways, often developing gradually, making them easy to miss. They may affect an employee's mental, physical, and emotional well-being, as well as their behaviour and performance at work.
Common psychological symptoms include anxiety, low mood, irritability, difficulty concentrating, feeling overwhelmed or unable to cope. Individuals may also experience a loss of motivation, reduced confidence, or constant worry about work, even outside working hours.
Physical symptoms are also common, such as headaches, muscle tension, fatigue, sleep disturbances, digestive issues, and a weakened immune system, leading to frequent illness and absence from work. Prolonged stress can also contribute to serious health problems, such as high blood pressure or heart-related conditions, in some cases.
Behavioural change is another main indicator. These may include increased absence, withdrawal from colleagues, changes in appetite, reliance on alcohol, caffeine, or substance abuse (as a coping mechanism), reduced productivity, or frequent mistakes and accidents that weren’t present before. Some may become unusually short-tempered or react emotionally, affecting workplace relationships.
Recognising these signs early is vital. When stress is identified and addressed promptly, appropriate support can be implemented to protect health, improve well-being, and maintain a safe and productive working environment.
How to reduce and manage work-related stress?
Reducing work-related stress is crucial to a productive workplace and an employee’s health and well-being. This process requires a proactive and balanced approach that considers both organisational practices and individual well-being.
At an organisational level, employers play a key role by ensuring workloads are reasonable, roles and responsibilities are clearly defined, and employees have the resources and training needed to do their jobs effectively. Open communication, regular check-ins, supportive management, and opportunities for individuals to raise concerns are an essential part of a mental health workplace toolkit.
A workplace mental health toolkit offers practical resources and guidance to help employers foster a supportive, stigma-free culture and effectively prevent and manage mental health challenges in the workplace. Such a system in place can help prevent issues from escalating.
Encouraging a healthy work–life balance is another important factor. This may include flexible working arrangements, realistic deadlines, and a workplace culture that encourages rest, breaks, and time away from work. Providing access to mental health awareness training, employee assistance programmes, or stress management resources can also help employees feel supported and valued.
On an individual level, developing healthy coping strategies can significantly reduce the impact of stress. Prioritising tasks, setting clear boundaries, taking regular breaks, and maintaining good sleep, as well as incorporating healthy nutrition, exercise, and optimising a work-life balance, all contribute to greater resilience and improved well-being.
Learning to recognise the early signs of stress and seeking support, whether from a manager, colleague, health professional, or charities like the Samaritans or Mind, can help prevent stress from becoming overwhelming.
The key takeaway here is to tackle the root causes of stress.
Organisations can foster a supportive and open workplace culture to reduce work-related stress, boost morale, improve productivity, and empower employees to thrive.
What is HSE’s Management Standards Approach?
The Management Standards are HSE’s framework designed to manage work-related stress, covering six key areas associated with poor health and well-being, lower productivity and increased sickness absence if not managed correctly.
The six main sources of stress at work are:
Demands (workload, unrealistic deadlines, working patterns)
Control (how much say the person has in the way they do their work)
Support (this includes encouragement, resources provided by the organisation, management and colleagues)
Relationships (this includes promoting positive working to avoid conflict and dealing with unacceptable behaviour)
Role (whether an individual understands their role and is clearly defined, and whether the organisation ensures that they do not have conflicting roles)
Change (how change is managed and communicated across the organisation and its employees)
The employer must ensure the resources, support and infrastructure for the Management Standards are in place to effectively implement the project. The Management Standards are also supported by a free workbook to develop your approach, providing tips, advice and guidance which includes a checklist to ensure that each step has been completed before moving on to the next.
The completed document can be retained as evidence in the event of an inspection, if necessary.
Additional Downladable Resources
Conclusion
Work-related stress is a common challenge, and it can be overwhelming. By understanding its causes, recognising the signs, and taking proactive steps and supporting wellbeing initiatives like training, Dry January and Brew Monday, organisations can create a healthier, more productive workplace.
Tackling stress at its root improves employee morale and engagement, fostering a workplace culture where everyone can prosper.
Useful links
HSE - Stress and Mental Health at Work
HSE Management Standards
Stress Risk Assessment
HSE stats
Related Mental Health at Work Training Courses
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