Stress Awareness Month: its evolution in the workplace
April is Stress Awareness Month, which offers employers the opportunity to examine the nature of stress in the modern workplace. “Work-related stress and poor mental health risk becoming a health and safety crisis for the UK’s workplaces,” says International Workplace's health and safety trainer, Kate Gardner, in our guide, Stress in the Workplace: A Line Manager’s Guide.
The main causes of employee stress include:
- Workloads/volume of work.
- Management style.
- New work-related demands or challenges as a result of COVID-19.
- Non-work factors – relationship or family issues.
- Non-work factors – personal illness or health issues.
- Relationships at work.
However, stress today isn’t the same as ten years ago, and there is no one cause of stress among employees. Stress itself has evolved over the years. Some ways in which stress in the workplace has changed include:
- Technology: While technology has made work more efficient in many ways, it has also led to an "always-on" work culture where employees feel pressured to be constantly connected and responsive, blurring the boundaries between work and personal life. This can contribute to increased stress levels as individuals struggle to find balance.
- Globalisation: With globalisation, companies often operate across different time zones and cultures, leading to increased pressure to meet deadlines and communicate effectively with diverse teams. This can result in added stress for employees who may feel overwhelmed by the demands of working in a globalised environment.
- Remote work: The rise of remote work, especially accelerated by events like the COVID-19 pandemic, has introduced new stressors such as feelings of isolation, difficulty disconnecting from work and challenges in maintaining work-life balance. Additionally, remote work may blur the boundaries between professional and personal spaces, making it harder for individuals to unwind and recharge.
- Job insecurity: Economic uncertainty and the rise of the gig economy have contributed to increased job insecurity for many workers. Fear of layoffs, contract terminations or unstable income can significantly elevate stress levels among employees.
- Awareness and support: On a positive note, there is now a greater awareness of mental health issues in the workplace, leading to increased support and resources for employees. Many companies now offer employee assistance programmes, mental health days and initiatives to promote a healthy work-life balance, which can help mitigate stress.
- Workload and expectations: With increased competition and pressure to perform, employees may face higher workloads and expectations, leading to stress-related burnout. This can be exacerbated by a lack of resources, unrealistic deadlines or inadequate support from management.
- Diversity and inclusion: Efforts to promote diversity and inclusion in the workplace have brought attention to issues such as discrimination, harassment and microaggressions, which can contribute to stress for marginalised employees. Companies are increasingly recognising the importance of creating inclusive work environments where all employees feel valued and supported.
Overall, while some aspects of workplace stress have evolved with changes in technology and work culture, the underlying causes often remain rooted in issues such as workload, job insecurity and organisational culture. Recognising these factors and implementing strategies to address them can help mitigate stress and create healthier work environments.
During Stress Awareness Month, the Health and Safety Executive (HSE) is inviting Britain’s employers to follow five simple steps to prevent and reduce stress in the workplace.
Liz Goodwill, Head of the Work-related Stress and Mental Health Policy Team at HSE, said:
“We are inviting business owners, employers and managers to join others across Britain to make a difference during Stress Awareness Month in five steps.”
Over the course of the month, employers are encouraged to focus on one of the campaign’s five Rs for each of the five weeks. They are:
- Reach out and have conversations.
- Recognise the signs and causes of stress.
- Respond to any risks you’ve identified.
- Reflect on actions you’ve agreed and taken.
- Make it Routine.
Liz added:
“Failing to manage work-related stress can cost employers in reduced productivity, sickness absence costs, or even losing a valued member of the team. Employers are required to assess the risk of work-related stress impacting their workers, and act on the risks identified.”
The campaign provides an opportunity for employers to review what they already do. A huge part of this is making it part of your everyday working life, not just a one-off tick box that gets forgotten about.
Says Kate Gardner:
“Work-related stress and poor mental health should be treated with the same significance as poor physical health and injury. In terms of the effect it has on workers, significant and long-term stress can limit performance and impact personal lives.
“No worker should suffer in silence and if we don’t act now to improve workers’ mental health, this could evolve into a health and safety crisis. Increasingly, it is being recognised that employers have a duty, in many cases in law, to ensure that employees do not become ill. It is also in their long-term economic interests to prevent stress, as stress is likely to lead to high staff turnover, an increase in sickness absence and early retirement, increased stress in those staff still at work, reduced work performance and increased rate of accidents, and reduced client satisfaction.”
IOSH Managing Occupational Health and Wellbeing, brought to you by International Workplace, is the management training solution to help you address issues such as stress and wellbeing effectively and ensure your teams remain happy, healthy and productive. Find out more here.
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