Michelle Robinson Hayes, mental health trainer and preventative services lead, Vita Health Group
It’s widely acknowledged that excessive stress poses serious health risks. The World Health Organisation (WHO) has even labelled stress as the 21st century’s health epidemic. Despite this, many organisations still don’t take stress seriously, or worse, brush it off as inconsequential.
Stress is an inevitable aspect of both personal and professional life. Yet, recent research indicates a surge in workplace stress cases, with significant costs for individuals and organisations alike.
A study by Mental Health UK revealed that one in five employees took time off in the past year due to stress-induced mental health issues. In the 2022/2023 period alone, work-related stress, depression, and anxiety led to a staggering 35.2 million lost workdays.
The price tag for this stress epidemic is hefty for UK employers, estimated between £33-42 billion annually, with over half attributed to presenteeism.
As Mental Health Awareness Week approaches (13-19 May), the important question for organisations is: Can you really afford to ignore employee stress?
Understanding the severity of stress
While stress is a natural part of life, excessive stress can be incredibly harmful, taking a toll on individuals and organisations alike. Left unchecked, stress can disrupt an individual’s normal life for prolonged periods.
In the workplace, stress manifests in various ways, including diminished work performance, social withdrawal, emotional volatility, concentration issues, and reduced confidence. Importantly, mental and physical health are intertwined – the activation of the stress response system can disrupt almost all of the body’s processes.
Given the consequences stress can bring, it’s unsurprising that mental ill-health is the primary cause of sick leave in the UK.
The role of stigma
Although we’ve come a long way, there’s still a perception among many that having mental health challenges is a sign of weakness. This stigma can deter employees from speaking up about their struggles – ultimately compounding feelings of stress and anxiety.
According to a Mind poll, 95% of employees calling in sick with stress gave a different reason for being off and 48% said they would not talk to their employer about their mental health.
Creating an accepting workplace culture becomes particularly challenging in environments where stress is glorified as a motivator, fostering little empathy or tolerance for those grappling with its negative effects.
Addressing workplace stress
Given the current labour shortages, organisations must prioritise addressing stress and mental health if they are to retain and attract talent effectively. The billions lost every year to stress and poor mental health could be reduced by one-third if employers attend to mental health.
In their review of mental health and employers in 2017, Stevenson and Farmer outlined an approach and vision which included moving to a society where ‘all of us become more aware of our own mental health, other people’s mental health and how to cope with our own and other people’s mental health when it fluctuates’.
To achieve their vision, Stevenson and Farmer set out a framework of mental health core standards drawn from best practice and evidence, which are as follows:
Produce, implement and communicate a mental health at work plan;
Develop mental health awareness among employees;
Encourage open conversations about mental health and the support available when employees are struggling;
Provide employees with good working conditions and ensure they have a healthy work life balance and opportunities for development;
Promote effective people management through line managers and supervisors;
Routinely monitor employee mental health and wellbeing.
Effective stress management goes beyond policy; it requires equipping employees – especially managers – with the skills and confidence to recognise signs of distress and know how to offer support. Mental Health First Aid training can provide a solid foundation.
Above all, workplaces must foster an environment where employees feel safe to discuss mental health without fear of repercussions. Too often, the fear of stigma prevents individuals from seeking the support they need.
Organisations face a crucial decision: Will they contribute to the problem or become part of the solution?
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