According to a recent survey by ACAS, three out of five employees are feeling stressed due to the rising cost of living, a pressure which may be in addition to stresses from job demands or other difficult personal circumstances. This means that it is not just the current weather that could be leaving employees hot and bothered – and struggling to perform at their best.
But what does this mean for employers? Employers have certain legal obligations towards their employees, including a duty of care to protect employees from the risk of stress. This means that employers must identify any risks to their employees’ health and take steps to prevent or reduce workplace stress.
Although stress outside of work (such as financial problems or life events) is not something that employers can control – and employees do not have to disclose personal problems to their employers – it can impact on work-related stress.
The same survey suggested that around one in three employees felt that their employer was not effective at managing workplace stress. If you are concerned about your obligations, then ACAS has recently updated their guide to Managing work-related stress to help employers tackle this tricky topic.
The guidance covers four main areas:
- Causes and signs of stress
- Understanding the law on work-related stress
- Supporting employees with work-related stress
- Preventing work-related stress
The guidance highlights that stress is not an illness - and sometimes some pressure can be good for us - but stress which is not well managed can lead to a host of problems. It can lead to physical and emotional exhaustion, anxiety and depression, as well as increase the risk of physical illnesses such as heart disease or back pain. Physical and mental health cannot be considered in isolation - the two are inextricably linked.
Employers can start the process of addressing potential workplace stress by spotting its signs, including low mood, irritability or an inability to concentrate. The first steps as an employer can then be as simple as suggesting an informal chat. Understanding how an employee is feeling and what support they might need can help to prevent matters escalating.
This article reflects the position at the date of publication (19 June 2023). If you are reading this at a later date you are advised to check that that position has not changed in the time since.
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