The campaign refers to the ‘five Rs’ – reach out, recognise, respond, reflect and routine – which the HSE hopes will help employers prevent work-related stress in the workplace.
“No matter the size of the business, the law requires all employers to prevent work-related stress to support good mental health in the workplace,” Kayleigh Roberts, work-related stress policy lead at HSE, told HR magazine.
“There are three main reasons employers should look to prevent work-related stress and support good mental health: it is the law; it is good for business; and it is the right thing to do.
“Failing to manage stress at work can cost employers in reduced productivity, sickness absence, or even losing valued team members.”
Half of work-related ill health was due stress, anxiety or depression in 2023, according to analysis of the HSE's Labour Force Survey, published last November. Employees took an average of 19.6 days off work for work-related stress, depression or anxiety, the research found.
Read more: Work-related stress tops employers' health and wellbeing concerns
Work-related stress has become employers’ biggest health and wellbeing concern for employees, according to Grid, an industry body for the group risk sector.
Employers are required to assess and manage the risk of stress in the workplace under the Health and Safety at Work Act.
HR leaders are responsible for ensuring that mental health risk assessments are regularly conducted in their workplace, Roberts added.
She said: “When considering a workplace, the primary consideration is about removing or preventing harm. In practical terms, it means doing a risk assessment and acting on it.”
These assessments should be conducted annually, advised Pamela Gellatly, strategic development director at occupational health provider HCML.
She told HR magazine: “Psychological risk assessments should be conducted once a year as standard, and when situations happen which may lead to additional stressors.
“A risk assessment should take account of everyone in the organisation and focus in certain areas where the likelihood of a risk causing harm is heightened.
“Whether HR conducts these assessments is another question. Ideally this should be in partnership with risk professionals within the organisation.”
HR professionals could work with managers to ensure that work-related stress is monitored and managed, Roberts added.
“HR professionals can support line managers and leaders to make it routine to check in on stress and mental health by promoting a supportive culture, providing robust policies and offering simple, easy-to-follow processes.
“For example, employers can create return to work processes, flexible working arrangements and the ability to offer reasonable adjustments that support people to stay well and in work.”
Read more: Work-related stress guidance published as sickness rates increase
Personal circumstances might also have an impact, Gellatly noted.
Employees should feel comfortable to approach their line managers for conversations about mental health, according to Andrew Berrie, head of workplace wellbeing at mental health charity Mind, who collaborated with HSE on the campaign.
Speaking to HR magazine, he said: “There are many ways organisations can support their employees to help protect them from this – and one of the most important things is a strong relationship between line manager and employee.
“Person-centred conversations are key, as everyone responds differently to pressure and triggers that can harm their mental health. Discussions on deadlines, quality standards and reflective priorities of different pieces of work can make a real difference.”
Feedback mechanisms could also encourage employees to speak up about what is causing them stress, Roberts suggested.
She continued: “Staff surveys are a rich source of insight for how people are feeling and managing, as well as appraisals and mid-year reviews.
“Managers should try to routinely keep in touch with their workers to discuss how they are at work. They are often are better placed to identify any signs their workers may be experiencing work-related stress.
“It is always worthwhile proactively checking in on stress and mental health before and during peak seasons and times of change.”
Barrie pointed to Mind’s Wellness Action Plans, which could be used as a tool for employees and line managers to highlight what they need to stay well.
The full HSE ‘Working Minds’ campaign material is available here.
