Stress Awareness Month 2025
- Corazon Health
- Mar 31
- 10 min read
Managing work-related stress and supporting good mental health in the workplace.
About Stress Awareness Month 2025
Stress Awareness Month, which takes place every April, shines a light on the importance of recognising, managing, and reducing stress in our lives. This year's theme #LeadWithLove encourages us to approach ourselves and others with kindness, compassion, understanding and acceptance no matter the challenges we face. Whether it's extending a gesture of kindness, offering support to someone, or taking time for self-care, small actions can make a big difference when it comes to stress.
The Stress Management Society has prepared a wide range of materials to support people throughout Stress Awareness Month including an Information Pack, Kindness Calendar, Appreciation Wall Activity, and Workplace Challenges. These materials can help to gain valuable insights and practical tools to navigate stress more effectively.
Preventing and managing stress in the workplace
16.4 million working days were lost due to work-related stress, depression or anxiety in 2023/24.
HSE defines stress as 'the adverse reaction people have to excessive pressures or other types of demand placed on them.' There are various factors that may cause or contribute to work-related stress, such as excessive workload, lack of clarity about responsibilities, conflicting demands, not having enough training or skills to do a job, lack of support from the management, conflicts with colleagues, bullying in the workplace, or unsafe working conditions. Stress can place immense demands on employees' physical and mental health and negatively affect their performance, engagement and relationships with colleagues. Also, as stress is a major cause of sickness absence in the workplace, employers should recognise the symptoms of stress amongst employees, identify the risks and causes, and focus on early intervention.
Recognising the symptoms of stress
People experience stress in different ways and the signs will vary from one person to another.
Managers should be aware of the most common symptoms of stress and be on the lookout for any changes in the way employee acts and feels so that they can take action and prevent burnout – a state of physical and emotional exhaustion. The signs that someone may be suffering from high levels of stress include:
Physical signs like fatigue, lethargy, muscle tension, headaches, upset stomach, difficulty breathing, or nervous stumbling speech
Absenteeism
Arriving late to work
Avoiding certain tasks
Declining or inconsistent performance
Loss of motivation and commitment
Increased emotional reactions, e.g. being more tearful, sensitive, restless, irritable, agitated, or aggressive
Withdrawal and reduced social contacts
Conflicts with colleagues
Lack of concentration and uncharacteristic errors
Accidents at work
Using alcohol or drugs to cope with the feelings
Lack of interest in appearance or hygiene
Gathering data and identifying causes of stress
Employee feedback is fundamental to identifying the potential sources of work-related stress and the overall condition of work environment. Employers may use annual employee wellbeing surveys or specific stress surveys to collect data about employees’ perceptions of stress in the workplace and investigate whether work-related stress is likely to be a problem among the staff. An example of the workplace stress survey is available here and the HSE has also developed The Stress Indicator Tool - an online survey designed to gather data anonymously from employees, which can be used in the stress risk assessment element of HSE's Management Standards approach. The Stress Indicator Tool is available for free to pilot for a maximum of 50 employees.
Alongside the HSE indicator tool, there are a range of measures that can be used to help assess the health of an organisation in relation to workplace stress. Employers can gather and analyse relevant data through sickness absence rates across different departments, the number of the referrals to Occupational Health due to poor mental health, statistics from the Employee Assistance Programme (EAP), employee turnover levels, as well as grievance, bullying and harassment figures.
Carrying out work-related stress risk assessment
Employers have a legal duty to protect the health, safety and welfare of their employees and this includes their mental health too. They should assess hazards in the workplace and take all reasonably practicable measures to prevent or sufficiently reduce the risk of work-related stress. It’s always best to take a proactive approach to controlling stress and carrying out a well-planned stress risk assessment can help employers spot the risks of stress in the workplace which may often go unnoticed. A stress risk assessment is a thorough analysis of the factors in a workplace which may cause stress among the staff and affect their mental health. The first step is to identify workplace stressors and assess their impact on employees. Then, based on the findings, the employer can develop a comprehensive action plan to address and manage the identified stress risks. The last step is to put an action plan into practice. It's important that stress risk assessments are reviewed regularly after initial implementation to ensure the risks have not changed and that no further protective measures are needed.
HSE's risk assessment template can help employers to keep a simple record of who might be harmed and how, what has been already done to control the risks, what further action is needed, who is responsible for carrying out the action, and when it has to be completed. An example of a stress-risk assessment based on a residential school for adults with learning difficulties spread over several sites is available here.
Also, St John Ambulance has created a Mental Health Risk Assessment template that can be used by employers as a framework for creating a company-wide stress risk assessment.
Employers could also use HSE's Management Standards approach to conduct a stress risk assessment. The standards help to identify and manage six areas of work design which can have an impact on employees' mental health – demands, control, support, relationships, role, and change. Before employers start to implement the Management Standards approach, it is essential they ensure that the resources, support and infrastructure for the project are in place. Tackling work-related stress using the Management Standards approach. A step-by-step workbook provides guidance on the process of conducting a stress risk assessment using this approach.
In addition to an organisational stress risk assessment, an Individual Stress Risk Assessment (ISRA) could be conducted by a line manager when an employee reports they are experiencing work-related stress. Completing an individual stress risk assessment encourages an open discussion about any issues that might be a source of stress. It is an opportunity to identify the support available, make informed decisions and develop an individual action plan to reduce or mitigate stressors. The line manager and employee should periodically review the assessment and action plan to monitor the implementation and effectiveness of agreed control measures. The Management Society has prepared Individual Stress Risk Assessment Guide which provides advice on how to conduct ISRA. Also, the Wellness Action Plan from Mind is a helpful, practical tool that can help line managers identify what keeps employee well at work, what causes them to be stressed, and how to address a mental health problem at work. It also creates an opportunity for a conversation to help line managers to better understand the needs and experiences of employee and ultimately better support their mental health.
Have you done a Stress Risk Assessment in your workplace?
Yes
No
Having a written stress at work policy in place
A workplace stress policy is a set of guidelines designed to help identify, minimise and manage stress-related issues among staff and outline organisation’s commitment to promoting employee health and wellbeing. The policy aims to establish standards both for managers, HR Professionals, Health & Safety Representatives and staff on the prevention and management of work-related stress. The policy should also provide information on sources of internal and external support available to individuals experiencing feelings of stress, such as counselling, EAP, or NHS Talking Therapies. It's important that once the policy is implemented, employers monitor and evaluate its effectiveness on regular basis and make any necessary changes if required.
An example of a stress at work policy can be found here. While this template can help employers to write their own stress management policies, it cannot be just simply amended and adopted, as every organisation is different and faces different challenges and problems.
Getting advice from Occupational Health
If an employee is showing signs of stress and it has a negative impact on their mental health, performance, engagement and work attendance, line managers should consider referring the employee to Occupational Health for further evaluation and support. Early intervention can help protect employee's mental health and prevent presenteeism or long-term sickness absence. Through our Management Referral Service, our Occupational Health Advisors can assess an employee's situation and advise about the specific short or longer term workplace adjustments that can be made to help reduce stress levels and manage symptoms of poor mental health.
Introducing an Employee Assistance Programme
An Employee Assistance Programme (EAP) can be a valuable asset to any organisation looking to minimise work-related stress, boost resilience in the workforce, and demonstrate its commitment to employees' wellbeing. An EAP is an employee benefit that provides staff with emotional support and practical advice on a wide range of issues that might be impacting their health, wellbeing and performance. EAP services can be available in different forms, with a growing number of options tailored to meet the specific needs of both employees and employers. A buyer's guide to Employee Assistance Programmes from the EAP Association can help employers decide which EAP is right for their organisation.
At Corazon Health, through our partner services, we provide an Employee Assistance Programme (EAP) which gives staff instant access to a wide range of supportive services such as 24/7 confidential telephone helpline, up to 6 sessions of face to face, telephone or online counselling, as well as legal and financial wellbeing services. Support is also available for those whose first language is not English, offering translation across over 200 languages. Moreover, employees gain access to an online Health & Wellbeing Portal and Mobile App which has monthly webinars, lifestyle advice, wellbeing articles, and interactive health assessments.
Providing Counselling Support
Counselling can be particularly beneficial for employees who are experiencing stress, suffering from burnout, struggling with work-life balance, or dealing with other personal problems that may be impacting their overall wellbeing and job performance. Counselling provides employees with a safe and confidential space to express their concerns and talk about their feelings. The main aim of counselling is to help employees find their own solutions to problems and develop better strategies to manage issues.
At Corazon Health we can arrange both telephone and face to face counselling sessions, as well as critical incident support counselling. All counsellors that we work with are fully qualified and registered with the British Association for Counselling and Psychotherapy.
Organising stress management training for managers
Managers play a crucial role in supporting staff wellbeing and promoting good mental health in the workplace. Therefore, they should be equipped with knowledge and proactive tools to recognise stress at work, handle excessive pressure and support the mental wellbeing of their teams. Stress management training in the workplace can also help managers normalise conversations about wellbeing and create a supportive culture where employees are encouraged to openly discuss their issues so that individual action plans can be implemented. There is also a wide range of the resources that can help managers prevent and manage stress in the workplace:
People Managers' Guide to Mental Health - CIPD and Mind
A Managers guide to talking about Wellbeing, Stress and Mental Health - International Wellbeing Insights and Stress Management Society
Managing and reducing workplace stress handbook - Mates in Mind
Managing stress and building resilience in the workplace - Mental Health UK
Managing stress in the workplace webinar - Mates in Mind
Providing mental health awareness sessions for the whole workforce and sharing relevant resources
One of the best ways to raise awareness of stress and mental health issues in the workplace is to provide employees with information and education on the topic. Employers can invite a guest speaker, such as a mental health professional, an advocate or a person with lived experience, to share their insights and perspectives on work-related stress and mental health. Such an awareness session can help employees recognise and understand stress and encourage them to have open conversations with their line managers about issues in the workplace and seek support. At Corazon Health we can help employers organise various webinars and onsite sessions such as Dealing Effectively With High Pressure Situations, and Mental Health Awareness.
Employers can also share various materials, such as guides, podcasts and videos about the signs and symptoms of poor mental health and ensure that employees are aware of both the internal and external support available. Some helpful resources include:
How to manage and reduce your stress - Mental Health Foundation
Taking you from Distress to De-Stress - Stress Management Society
How to manage and reduce stress - Mental Health Foundation
Stress - Mind
How to support mental health at work - Mental Health Foundation
Dealing with stress - NHS
Training employees to become Mental Health First Aiders®
Just as physical first aiders provide support in medical emergencies, Mental Health First Aiders® are trained to spot the signs of poor mental health, provide initial guidance, and signpost someone to professional support services. MHFAiders® are not therapists, psychiatrists or counsellors, but they can offer initial support through non-judgemental listening and guidance. Their main role in the workplace is to be a point of contact for an employee who is experiencing a mental health issue. Therefore, training people to become Mental Health First Aiders® is crucial in supporting staff's wellbeing and breaking down the stigma surrounding mental health.
Through our partner services, we can organise online or in-person courses certified by Mental Health First Aid England:
Become a Mental Health First Aider (MHFAider®)
Mental Health Skills for Managers
Become a MHFA Champion
Become Mental Health Aware
MHFA Refresher
MHFA Check-In
Workplace stress can result in various negative outcomes for both employees and the organisation as a whole. Therefore, it's paramount that employers take a more proactive, preventative approach to managing stress in the workplace. This starts with realising signs and symptoms of stress among the staff and understanding what contributes to poor mental health through gathering and analysing relevant data. Once employers understand the stressors, they can put processes and tools in place to help employees better manage these issues. Taking action to reduce workplace stress and supporting employees' mental health can result in more positive and inclusive work environment, increased productivity, reduced absenteeism and presenteeism, as well as reduced staff turnover resulting in lower recruitment and onboarding costs.
If you need help adopting a range of measures to proactively manage stress in the workplace, get in touch with us to discuss how we can support you and your staff.
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