Workplace stress resulting from job strain and an effort and reward imbalance increases the risk of developing a serious heart condition, research has shown. Below, we consider these research findings and the relevant heart risks in more detail. We also discuss employers’ occupational health obligations relating to workplace stress and ways employers can help reduce employees’ stress at work.
What Is the Link Between Workplace Stress and Heart Risks?
A new study published in the American Heart Association journal involved the analysis of 5,926 adults in Canada. All participants worked in white-collar jobs, such as managers and office workers. Initially aged 45 years on average, the research continued over 18 years.
The findings showed that workers who experienced high levels of job strain were 83% more likely to develop atrial fibrillation. Furthermore, those who felt their work efforts were poorly rewarded were 44% more likely to suffer from the condition. However, those who experienced both job strain and poor rewards had a shocking 97% increase in their likelihood of developing atrial fibrillation.
Atrial fibrillation is the most prevalent type of abnormal heart rhythm, affecting approximately 1.4 million people in the UK. Those suffering from the condition typically experience dizziness, breathlessness, and tiredness. It can lead to stroke, heart failure, and other cardiovascular complications.
For the study, job strain included high demands (like heavy workloads and tight deadlines) and minimal control over work-related decisions. Effort-reward imbalance constituted receiving insufficient rewards (such as salary, recognition, and job security) for significant effort.
Read: Managing Stress: How Employers Can Contribute to Lowering Workplace Stress
Dr Xavier Trudel, an occupational and cardiovascular epidemiologist and senior author of the research findings, has urged employers to reduce workplace stress. He stated: “Recognising and addressing psychosocial stressors at work are required to foster healthy work environments that benefit both individuals and the organisations where they work.”
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Employers’ Obligations Regarding Occupational Health and Workplace Stress
Under UK law, employers have a duty of care to protect their employees’ physical and mental well-being whilst at work. Stress is now widely recognised as a potential workplace hazard that could negatively impact employees’ well-being. As such, under the Management of Health and Safety at Work Regulations 1999, employers have an obligation to identify and reduce risks of workplace stress.
Employers should conduct risk assessments to identify any potential causes of stress in the workplace and how to help eliminate/reduce these. This may include consulting with employees, gathering evidence through surveys and records, and identifying changes which might assist. For employers with five or more employees, such risk assessments must be recorded in writing.
Following the implementation of such changes, employers should regularly review the situation on an ongoing basis. In addition, individual risk assessments should be conducted for any employee who has raised concerns about stress in the workplace. For stressed office workers, employers are required to provide support for the employees’ well-being.
In certain circumstances, long-term stress can constitute a disability for the purposes of the Equality Act 2010. Where this is the case, employers are obliged to make reasonable adjustments to ensure employees are not substantially disadvantaged at work. Employers are also required to ensure that no harassment, discrimination, or victimisation occurs against such employees.
How Can Employers Help with Stress Management at Work?
According to Champion Health’s 2023 employee well-being statistics, 60% of employees suffer from moderate to high levels of stress. Stress management at work includes supporting employees suffering from stress and taking preventative steps to eliminate or reduce the risk of stress in the workplace. Such measures should be proactive, aiming to prevent stress across the business.
Creating a positive workplace culture which champions good mental health will enable employees to raise concerns and managers to assist effectively. Employers might wish to provide training about the risks of stress and identifying the signs, as well as signposting to internal and external support services. Encouraging a good work-life balance by offering flexible working and limiting overtime can also help stressed office workers.
Read: Beyond 9 to 5: Discovering UK’s After-Work Stress Remedies
Certain well-being initiatives may assist employees with stress management at work. These may include, for instance, mental health days, lifestyle assessments, and discounted gym memberships. Moreover, changing working arrangements, altering job reviews, and updating workplace policies will all likely assist stressed office workers.
For employees who are showing signs of stress at work, employers should consider involving occupational health. Making an occupational health referral will enable a specialist to assess the issue and its effects. Implementing suggestions set out in an occupational health report will also demonstrate adaptability and a keenness to support employees with their mental health.
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