An estimated 36.8 million work days were lost due to work-related ill health and non-fatal injuries in 2021/22, of which 17 million were due to stress, depression or anxiety. On average, each of the 914,000 people in 2021/2022 reported to be suffering from stress, anxiety or depression took 18.6 days off due to their ill health.  Despite mental health becoming an increasing area of focus for employers, a survey commissioned by Acas found that one in three British workers believe their organisation is not effective at managing work-related stress. 

In response, earlier this year Acas published  advice for employers on managing work-related stress covering causes of stress, the law, supporting employees, and preventative measures. 

Management challenges

The advice highlights some of the familiar causes of stress, both inside and outside of work. With 3 out of 4 employees saying that they felt stressed due to the rising cost of living, the extent of employees affected by stress at work is clearly widespread.

However, managing the issue can be a challenge, particularly where the cause is outside an employer’s control. Whilst the guidance encourages employers to be mindful of the warning signs that an employee is suffering from stress and engage in an open dialogue, it is important that the environment is one in which the employee feels comfortable raising these issues in the first place. Managers should be approachable and listen effectively to employees who raise concerns to help create a supportive environment. 

Regular risk assessments should be carried out for the whole team or by type of role and at an individual level where employers are aware that an employee is experiencing work-related stress. Whilst stress alone is not classed as a medical condition, mental health conditions such as depression can amount to a disability under the Equality Act 2010. To avoid the risk of a disability-related discrimination claim, employers must ensure they do not discriminate against employees with such mental health conditions and, where possible, make reasonable adjustments. However, even if the issue is not a disability, it is still best practice to try to make reasonable adjustments if possible (see the Acas guidance on reasonable adjustments for mental health).  

Acas recognises that absence due to work-related stress cannot always be avoided and encourages reasonable dialogue during periods of absence at intervals agreed between the manager and employee. What is ‘reasonable’ will depend on the circumstances and employers will need to make sure they strike the right balance between offering support and not pressuring the employee to return before they are well enough.

When the employee returns to work, employers should arrange regular check-ins to see how the employee is settling in and if any additional support is needed, as well as providing any work-related updates from the employee’s period of absence.

Policies and beyond

The guidance recommends that employers should have a clear policy on mental health and stress and ensure the policy is implemented and that employees are aware of its existence. Employers should also ensure that managers are provided with appropriate training so that they are best equipped to manage and/or prevent workplace stress, and that employees feel comfortable speaking out about sensitive health issues.

Whilst the guidance does not cover new ground or impose additional obligations on employers, it does provide a useful structure for organisations to work from. Employers could also consider other means of support for employees to reduce stress levels. For example, many employers offer benefits such as discounted gym memberships and employee assistance programmes. 

The guidance highlights the benefits of preventing work-related stress, including that it can make employees healthier and happier at work, improve performance and productivity, reduce levels of absence, avoid workplace disputes and attract top talent. The business case for managing work-related stress is therefore clear.