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As Stress Awareness Week 2025 (3–7 November) begins, employers across the UK are being reminded that work-related stress is not just a wellbeing concern - it is a legal health and safety issue.
The Health and Safety Executive (HSE) is encouraging businesses to take proactive steps through its Working Minds campaign, which highlights the legal duty of employers to assess and manage stress in the workplace.
Why Stress Awareness Week Matters
Work-related stress continues to be one of the leading causes of ill health and absenteeism among UK employees.
According to the HSE, during 2023/24, more than 776,000 workers reported suffering from work-related stress, depression, or anxiety - accounting for almost half of all self-reported work-related ill health and contributing to over 16.4 million working days lost.
Beyond the human impact, failing to manage stress effectively can lead to reduced productivity, higher staff turnover, and potential legal consequences for employers.
It’s the Law to Assess Stress Risks
Employers are legally required to assess and manage the risks of work-related stress under:
The Health and Safety at Work etc. Act 1974
The Management of Health and Safety at Work Regulations 1999
This means employers must take proactive measures to identify and address sources of stress, not merely react once employees experience issues.
Key steps include:
Reviewing workloads and job demands;
Maintaining open communication;
Monitoring workplace morale; and
Implementing effective stress management policies.
Ignoring work-related stress can result in breaches of health and safety law and potential enforcement action by the HSE.
The Working Minds Campaign
The Working Minds campaign promotes a simple, practical framework known as the 5 Rs, helping employers embed stress prevention into everyday workplace culture:
Reach out – Start conversations about stress and mental health.
Recognise – Spot the early signs and causes of stress.
Respond – Take action and make positive changes.
Reflect – Review what’s working and what’s not.
Make it Routine – Treat stress prevention like any other safety issue.
One valuable resource is the Stress Talking Toolkit, which supports managers in facilitating structured discussions around six main causes of workplace stress: demands, control, support, relationships, role, and change.
As Kayleigh Roberts, HSE’s Work-Related Stress Policy Lead, explains:
“Prevention is better than cure. By acting early, employers can protect wellbeing, reduce absenteeism, and retain skilled staff.”
Taking Action During Stress Awareness Week
Employers can use Stress Awareness Week as an opportunity to review and strengthen their mental health strategies:
✅ Review your stress risk assessment and ensure it’s current.
✅ Start open conversations using the HSE’s Talking Toolkit.
✅ Encourage managers to complete Working Minds online training.
✅ Monitor early warning signs such as low morale, conflict, or absences.
✅ Embed stress prevention into everyday safety culture.
By taking simple, proactive steps, employers can create healthier, more resilient workplaces - while remaining compliant with UK health and safety law.
Support from the Working Minds Partners
The mental health charity Mind, a Working Minds campaign partner, emphasises that good mental health is essential for workplace success.
Jonathan Stuart, Workplace Partnerships Lead at Mind, comments:
“Life feels challenging for many of us right now. That’s why it’s as important as ever to make sure work doesn’t add to the strain. Together, we can build mentally healthy work for all.”
Frequently Asked Questions
Q1: Is managing workplace stress a legal requirement?
Yes. Employers are legally required to assess and manage the risk of work-related stress under the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999.
Q2: What are the main causes of workplace stress?
The HSE identifies six key areas: demands, control, support, relationships, role, and change. Poor management of these factors can increase the risk of stress-related illness.
Q3: What can employers do to reduce workplace stress?
Employers should create a supportive environment where staff feel able to speak up, regularly review workloads, encourage flexible working where possible, and train managers to recognise signs of stress early.
Q4: What are the legal consequences of failing to manage stress?
Failure to assess or address work-related stress risks can breach health and safety legislation, leading to enforcement action by the HSE or potential claims from employees.
Q5: Where can employers find support and resources?
The HSE’s Working Minds campaign provides free toolkits, guidance, and online learning modules designed to help organisations of all sizes manage stress lawfully and effectively.
Contact Us
At Willett & Co Solicitors, our Employment Law and Health & Safety team advises employers on legal compliance, workplace wellbeing policies, and risk management.
If you’d like expert guidance on your legal duties around work-related stress, or assistance with creating compliant HR policies and procedures, we’re here to help.
📞 Contact us today for tailored legal advice.
📧 law@willettsolicitors.com
🌐Employment Law & HR Support for Businesses & Willett & Co Solicitors, Suffolk