Work-Related Stress - Signs, Causes and Management
- Insight Workplace Health
- Apr 8
- 6 min read
By law, employers have a duty to safeguard their employees from work-related stress, here at Insight Workplace Health we've put together a guide to recognising stress in the workplace and best ways to manage it.
Key Takeaways
Work-related stress has six main causes: control, support, connections, role clarity, change, and workload demands: each of which can impact employee wellbeing if not managed properly.
Early recognition and intervention are crucial. Spotting signs of stress in individuals or teams helps prevent issues from escalating and supports a faster return to work.
Employers have a legal duty under UK law to safeguard employee mental health, including taking proactive steps to reduce work-related stress.
Insight’s tiered mental health support services and same-day occupational health calls ensure employees receive the right level of help at the right time, supporting recovery and resilience.
Table of Contents
Causes of Work-Related Stress
Work-related stress can stem from many different sources, but there are six primary areas of employment that significantly influence employee wellbeing. When these are not managed effectively, they can contribute to high levels of stress in the workplace.
1. Control
Employees who feel they have little or no say in how they complete their tasks are more likely to experience stress. A lack of autonomy can lead to frustration and disengagement. On the other hand, when employees are empowered to make decisions about their workload and the way they approach their tasks, it can increase motivation and job satisfaction. Giving staff some control over their daily responsibilities encourages ownership, creativity and accountability.
2. Support
The level of support provided by managers, colleagues and the wider organisation plays a huge role in reducing stress. This includes emotional support, practical resources and guidance. When employees feel listened to, valued and backed by their team, they’re more resilient to challenges. A supportive environment can also promote open communication and create a culture where asking for help is encouraged, not stigmatised.
3. Connections
Positive working relationships contribute to a healthy work environment, while poor relationships can be a significant source of stress. This includes internal team dynamics as well as interactions with external stakeholders, such as customers or suppliers. Conflict, miscommunication or unresolved tensions can all lead to discomfort and anxiety. It’s also essential to have strong procedures in place to address issues such as workplace bullying or harassment swiftly and fairly.
4. Role
Unclear job roles or conflicting responsibilities can leave employees feeling overwhelmed or uncertain about what is expected of them. When staff lack direction or receive contradictory instructions, it can result in confusion, duplicated efforts or mistakes. Ensuring that job descriptions are clear, responsibilities are well-defined, and expectations are regularly reviewed helps employees feel more secure and focused in their work.
5. Change
Organisational change is inevitable: whether it's a shift in leadership, restructuring, or the introduction of new processes. However, stress levels can spike when these changes are not communicated clearly or managed sensitively. Employees should be kept informed throughout the change process and given opportunities to share their thoughts and concerns. Involving staff early on and being transparent about the reasons for change can help minimise uncertainty and resistance.
6. Requirements
This area refers to the demands placed on an employee, including workload, working hours, physical work conditions, and emotional pressures. Excessive workloads, unrealistic deadlines or poor working environments can quickly lead to burnout. It's vital for employers to regularly assess the demands on their teams, provide adequate rest breaks, and create conditions that support both productivity and wellbeing.
Recognising Signs of Work-Related Stress
If employees start to act unusually, this could be related to stress. Management
within organisations should be alert to the signs of stress in employees and teams,
and contemplate whether the stress may be related to pressures within the workplace.
Early intervention can help reduce the impact of the stress and reduce or eliminate
the root cause
Stress in Employees
A change in how an employee acts may be related to stress, examples of this
behaviour includes:
Arriving at work later than expected
Taking more time off work than usual
Behaving in a nervous or twitchy manner
Loss of confidence, commitment or motivation
Enhanced emotional responses, this can include employees acting more: aggressive, sensitive, tearful or having mood swings
Behaving in a more withdrawn manner
Overworking: Frequently working beyond normal hours, not using annual leave, or working on days off
Stress in Teams
Alongside stress in individuals, there are signs of stress within teams
to look out for:
Increased staff turnover
Increased sickness absence
Lower performance
Higher frequency of complaints
Tension and arguments between employees
Increased reports of stress
Early Intervention
At Insight we believe that prevention is better than cure, and as such offer a dial day one
service for stress related absence; evidence shows that employees who receive a call from
occupational health on the same day of absence, return to work quicker than those
called on subsequent days.
Addressing issues early can help to get to the root cause of the absence before it has
escalated and helps with a smoother and timelier return to work, whilst also demonstrating
compassion for their employee.
Specialist Mental Health Service
Following on from our dial day one service, a referral may be required with our specialist mental health service.
Our tiered service offers 5 different levels of support depending on the complexity and severity of the case.
All referrals are assessed by an experienced clinician as soon as they enter our system, to ensure the employee receives the service and is seen by the practitioner best suited to their requirements
Different Levels of Support
The service at level 1 is available to all employees, with comprehensive fact sheets, toolbox talks and online webinars available on an array of different subjects including: depression, anxiety, trauma and stress.
Level 2: typically where an employee will be referred on first episode of sickness or any queries regarding work related stress difficulties, this is handled by our general clinical team.
Level 3: This is aimed at moderately complex or persistent mental health issues (potentially 2nd or 3rd reviews) they require more specialist knowledge and as such are undertaken by our Occupational Mental Health Practitioner. A mental health risk assessment is completed, whilst wellness action plans and smart recovery goals are set.
Solution focused therapy is offered and goals are set around mental health. Where required, employees may be referred onto therapists for other interventions.
Level 4: Here we offer one to one counselling input for common mental health difficulties including: anxiety, trauma/ PTSD, bereavement, relationship difficulties. Our therapists have a range of integrated psychotherapies available to treat mental health issues. A 1+6 or 1+12 session model is typically offered, whilst reports are also provided at this stage.
Level 5: Here you are triaged to our Consultant Clinical Psychologist for the most complex of mental health cases: Our psychologist compiles an in depth psychological assessment and specialist assessments in personality, PTSD and screening for cognitive difficulties.
Our psychologist also has the ability to assess team difficulties, for example: multiple team members experiencing the same issues.
E-Learning Training Courses
Insight offers a range of interactive and fully accredited e-learning courses. These are incredibly easy to administer and are accessible around the clock, allowing you to pick up where you’ve left off and learn at your convenience. Popular titles which delve into stress and mental health include:
Depression Awareness
Developing A Workplace Mental Health Policy
Managing Occupational Health and Wellbeing
Mental Health Awareness
Mental Health First Aid
Stress Management
Supervising Mental Health at work
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Work-Related Stress: FAQs
What is work-related stress?
Work-related stress is the adverse reaction people have to excessive pressures or other demands placed on them at work. It occurs when employees feel they cannot cope with what is being asked of them.
Is work-related stress a mental health condition?
While stress itself is not classified as a medical condition, it can contribute to mental health problems such as anxiety or depression if left unaddressed.
What are the signs of work-related stress?
Common signs include irritability, fatigue, trouble concentrating, increased sickness absence, mood swings, and reduced work performance. Physical symptoms might include headaches, sleep problems or muscle tension.
What should I do if I’m feeling stressed at work?
Speak to your line manager or HR department as soon as possible. It’s important to flag concerns early so adjustments can be made. You can also seek advice from occupational health professionals or your GP.
Are employers legally responsible for managing stress?
Yes. Under the Health and Safety at Work etc. Act 1974, employers have a legal duty to protect the health, safety and welfare of their employees—including mental wellbeing. The HSE Management Standards provide a framework to help manage stress at work.
How can employers reduce work-related stress?
Employers can reduce stress by promoting open communication, offering regular one-to-ones, ensuring workloads are manageable, providing training and resources, and fostering a positive workplace culture. Regular risk assessments can also help identify and tackle potential stressors.
Can I take time off work due to stress?
Yes. If work-related stress is affecting your health, your GP may issue a fit note. Employers should handle this as they would any other health-related absence and work with you to support a return to work.