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Stress Awareness Month is an important opportunity for employers to reflect on how they are supporting the mental health and well-being of their employees.

Work-related stress remains one of the leading causes of ill health in the UK, contributing significantly to long-term absence, reduced performance and decreased morale.

Why managing work-related stress is essential

Employers have a legal duty to protect employees from harm, and this includes taking reasonable steps to prevent and manage stress at work.

Under the Management of Health and Safety at Work Regulations, stress is considered a workplace hazard like any other, requiring a formal risk assessment and management.

When stress is left unmanaged, it can result in: 

• Increased sickness absence
• Higher employee turnover
• Reduced efficiency and output
• A negative impact on overall workplace culture

 On the other hand, proactive stress management can help support a safer, more resilient organisation.

HSE’s Working Minds campaign

To help employers tackle work-related stress more effectively, the Health and Safety Executive (HSE) has developed the Working Minds campaign. This is a practical initiative designed to help businesses identify and address the causes of workplace stress.

Its core message is simple: employers do not need to be mental health specialists to support their teams. What matters is putting practical steps in place that enable early intervention, and long-term prevention.

The "Five Rs": A structured approach to managing stress

The Working Minds campaign introduces a five-step process, known as the "5 Rs", which provides a framework for addressing stress in the workplace:

1. Reach Out - Begin the conversation

Open communication is the key to identifying and managing stress. Create opportunities for employees to speak openly, whether through one-to-ones, check-ins, or team meetings. Early discussions can prevent issues from escalating.

2. Recognise - Understand the signs and causes of stress

Stress may not always be visible, but changes in mood, behaviour, concentration or attendance may indicate a problem. Line managers should be trained to recognise early signs and feel confident in addressing concerns.

3. Respond - Take meaningful action

Once an issue is identified, it is essential to explore its root causes. Whether related to workload, unclear responsibilities or poor communication, adjustments should be made wherever possible. A stress risk assessment can be a useful tool to identify triggers and agree practical solutions.

4. Reflect - On actions you've agreed and taken

After resolving an issue, reflection is important. Understanding what worked, and what could be improved, helps build a more resilient workplace strategy for the future.

5. Make it Routine - Check in on how people are coping and feeling

Workplace stress prevention should not be viewed as a one-off task. It must become an ongoing part of organisational culture, supported by regular check-ins, clear communication, and visible leadership engagement.

Why consulting with employees is important

Employers must consult with employees or their representatives on health and safety issues, including mental health. So often, it is the people who are actually doing the work who are best placed to communicate any risks, and suggest solutions.

Consultation not only meets legal requirements, but also ensures the procedures you put in place are realistic and relevant.

Employees should be clear on how to report any concerns regarding stress, and they should be made to feel they are welcome to do so. Encouraging early reporting is a good way to improve outcomes, both for individual employees, and the wider organisation.

Practical tools to help employers manage workplace stress

The HSE offers a wide range of free, practical resources to help employers manage workplace stress, including:

• Talking Toolkit - Prompts to help line managers hold effective conversations about stress
• Risk Assessment Templates - For identifying and addressing stress-related hazards
• Workplace Posters and Guides - To raise awareness among employees

Outside of the HSE, other stress management resources include:

Stress Management Society - Their Stress Awareness Month campaign includes a Kindness Calendar, plus other workplace well-being activities

Mates in Mind - This mental health charity offers practical support plus free resources to employers and individuals in high-risk sectors

Every Mind Matters (NHS) - Answer five questions to claim a free personalised mental health action plan

Summing up

Stress may not always be visible amongst employees, but its impact can be felt across every sector and organisation.

It can be useful to remember that managing stress is not just a legal obligation. There are other important reasons to act:

Improved employee retention - People are more likely to stay in a supportive workplace

Reduced absences - Preventing stress helps lower long-term sickness leave

Enhanced productivity - A mentally healthy team is generally more engaged and motivated

Positive culture - Talking openly about mental health builds trust and morale amongst the workforce

Implementing simple stress management processes now - such as the HSE's "Five Rs" - can help protect both your people - and your business - in the long run.