New research has revealed that 70% of adults in the UK experience stress at work, with the average worker feeling stressed for 11 days each month. In this article, we consider the research findings in more detail and the impact of stress in the workplace. We also discuss the ways in which employers might help their employees with managing workplace stress.
Findings of the Ciphr Survey Regarding Workplace Stress
HR software provider Ciphr recently conducted a survey of 2,000 adults in the UK, 1,238 of whom were employed. The topic under investigation was the prevalence of stress and its key causes.
Read: Managing Stress: How Employers Can Contribute to Lowering Workplace Stress
According to the research findings, stress in the workplace is the third most common cause, topped only by lack of sleep and financial concerns. Regarding causes of workplace stress specifically, 37% of employees state that this was simply work in general. For others, the reasons cited include workload pressures, long working hours, managers or colleagues, and workplace culture. Despite the increased prevalence of remote working in recent years, 19% of employees still consider commuting a cause of stress at work.
Managing Workplace Stress is Different for Different People
The findings also demonstrate the different causes of stress for male and female employees. More women than men are apparently stressed by most potential causes of stress in the workplace. These include workload, workplace culture, and job security. The exceptions were working hours and commuting, which more men than women cite as causes of their workplace stress.
Age and industry are also relevant factors when considering stress in the workplace. The findings show that those aged between 45 and 54 years are most likely to experience workplace stress. This is especially typical for those employed in hospitality and events, social care, teaching and education sectors. Other common stress causes, such as feeling tired, financial strain, and family or relationship issues, whilst not directly linked to work, could nevertheless affect employees’ work performance.
Ciphr’s chief people and operations officer, Claire Williams, is concerned by the findings. She highlights that one in nine employees feel stressed daily and encourages employers to help with managing workplace stress. “There are many things that organisations can, and must, do to actively support their employees’ mental health and well-being with empathy and understanding,” she states.
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The Impact of Stress at Work and Managing Workplace Stress
Excessive or prolonged stress can have significant negative effects on physical and mental health. The consistent activation of the “fight or flight” response means overexposure to stress hormones such as cortisol. This, in turn, can impact almost all other bodily functions to varying degrees. Regular stress may lead to anxiety/depression, digestive issues, headaches, high blood pressure, and heart disease, amongst other conditions.
Aside from the multiple health concerns, stress can have a substantial effect in the workplace. Signs of stress at work might include employees experiencing issues with concentration, motivation, memory, and thought processes. All such effects are guaranteed to impact an employee’s performance at work. Indeed, Champion Health’s Workplace Health Report 2023 confirms that 33% of employees report high stress levels impacting their productivity.
According to a University of Cambridge publication, stress at work can have various effects on the organisation as a whole. These might include high levels of absenteeism and staff turnover and low levels of morale, productivity, and performance. Moreover, prolonged stress at work is likely to lead to work burnout. Managing workplace stress is, therefore, beneficial for employees and employers alike.
In Mental Health UK’s Burnout Report 2024, 2,060 working adults in the UK were surveyed. According to the findings, 20% of participants reported having to take time off work due to work burnout. In addition, 49% of those surveyed state that their employer has no plan in place to identify signs of stress at work or prevent work burnout in its employees.
How Employers Can Help with Managing Workplace Stress
There are multiple ways in which employers can help their employees with managing workplace stress. The causes of stress and effective ways of managing stress at work will differ for everyone. As such, there is no single solution for managing workplace stress, and employers would be well advised to think outside the box and provide what their employees need.
Consulting with Employees about Workplace Stress
It is important to foster a positive workplace culture which encourages discussion of stress at work. This will provide employees with a supportive network and encourage them to raise any concerns before they become overwhelmed. Employers should lead by example by circulating relevant information, arranging regular meetings and catch-ups, and consulting with employees about the causes of their stress at work.
Liz Burley of Burley Law thinks that openness and communication are vital when it comes to managing workplace stress. The firm has weekly team meetings where “noticing” and affirmation are encouraged. Monthly meetings are also arranged with managers for self-reflection and raising any potential issues relating to well-being. Quarterly team away days also provide opportunities for personal and professional development.
Liz has spoken about the importance of creating a safe and supportive workplace culture. She states: “Trust and psychological safety between staff and their managers are absolutely essential – if these elements are missing, then people will not be open and honest. We try to focus our efforts on these two things as a priority.”
Providing Training and Mental Health Resources for Employees
Once employers know what is causing their employees workplace stress, they can offer training and services for managing stress at work. Depending on employee needs, such training might cover, for instance, managing time/workload, resolving disputes at work, and financial management.
Wellness action plans and EAPs can prove extremely helpful for managing stress in the workplace. Ensuring that such mental health resources for employees are adequately promoted so that employees are aware of their availability and how to access them is equally important.
Kate Gathard, founder and director of Elysian Services Ltd, opines that keeping employee well-being under review is crucial to helping with its management. For this, regular communication is essential, whether this is in team meetings, weekly catch-ups, and/or informal chats. “If [employees] are at a point where burnout is visible, as an employer, you have left it too late,” she says.
She further adds that managers should be aware of signs. This could be in the way of undertaking separate training to help employees with managing stress in the workplace. This training should focus more on recognising potential signs of stress at work, tactfully raising their concerns with employees, and identifying and signposting useful services.
Managing Workplace Stress with Mental Health Policies
Employers may consider creating and implementing a mental health policy. This would provide employees with clear information regarding the employer’s stance on mental health and the support available. It should also cover the process to follow if an employee requires time off because of mental health issues and the procedure for returning to work following such an absence.
In addition to a mental health policy, various other policies and practices can help employees with managing stress at work. Again, the types of policies and practices which will be appropriate will depend on the causes of employee stress within a specific organisation.
CEO of Lem-uhn, Riannon Palmer, has introduced numerous policies to create a happier workplace for her employees. To date, policies have included entitling employees to additional leave when struggling to manage menstruation or menopause and mental health and work burnout. The company’s Flexible Fridays Policy also enables employees to vary their working hours across the week.
Riannon hopes that leading by example will encourage other employers to introduce similar policies to help employees with managing workplace stress. She states: “At Lem-uhn, we believe happy and stress-free employees deliver the best results. To help your employees achieve happiness at work, a focus on well-being and promoting a great work-life balance is essential.”
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