The National Stress awareness day is observed yearly every first Wednesday in November, and this year it falls on the 5th November 2025.
International Stress Management Association (ISMA) established The National Stress Awareness Day with the purpose of raising awareness about how stress affects individuals and how to effectively manage it.
The day is to encourage people to share experiences, learn management techniques and recognise that stress is not a weakness but it’s how we respond to the pressures of life.
What does stress look like in the workplace?
Unmanageable workloads, long hours, and unrealistic deadlines can and will overwhelm employees, ultimately affecting their performance and well-being.
Poor management practices, such as failing to provide clear expectations, offering inadequate guidance, or providing insufficient support, can exacerbate these pressures.
In some cases, these conditions can also contribute to a toxic workplace culture marked by strained relationships, unresolved conflicts, and low morale, further undermining productivity.
Legal Duties
Under health and safety legislation, Employers have a legal obligation to protect employees from workplace stress.
The Health and Safety Executive (HSE) define stress as "the adverse reaction individuals experience due to excessive pressures or demands placed upon them."
Stress is a factor that should be addressed across all workplaces, workplace stress should be included as a hazard when creating workplace risk assessments.
What can be done in the workplace to prevent stress?
Develop a Mental Health and Stress Policy: A clear policy demonstrates organisational commitment to employee well-being and outlines procedures for addressing stress-related concerns.
Identify Stressors Early: Use risk assessments, staff surveys, consultations, and data analysis (e.g., sickness absence records) to pinpoint potential sources of stress.
Train Managers: Equip managers with mental health first aid training and leadership skills to recognise signs of stress, conduct supportive conversations, and manage teams in ways that minimise pressure.
Promote Work-Life Balance: Encourage regular breaks, full use of annual leave, and reasonable working hours. Flexible working arrangements can further support employees in balancing personal and professional responsibilities.
Ensure Clear Communication: Provide regular, transparent updates on organisational changes, roles, and expectations to reduce uncertainty and build trust.
Foster a Positive Culture: Cultivate an environment of respect and open communication, where employees feel valued.
Encourage Healthy Lifestyles: Support physical activity through on-site gyms, discounted memberships, or bike-to-work schemes, which also benefit the environment. Provide nutritious canteen options to promote healthy eating.
Maintain Regular Check-Ins: Encourage managers to hold frequent, informal discussions with team members to identify stressors early, ensuring workloads remain manageable, particularly during peak periods.
How to recognise stress in the workplace
Even with proactive measures in place, employers must remain vigilant, looking for signs of stress.
Changes in an employee’s behaviour or demeanour, such as acting out of character, may indicate underlying issues.
Other warning signs include frequent arguments, high staff turnover, increased sickness or absence rates, reduced performance or productivity, and formal complaints or grievances raised with HR.
How to support employees suffering with stress
Understand the Impact: Identify the specific symptoms the individual is experiencing and how these affect their work. Determine the workplace factors that are contributing to their stress, consider how long the issue has persisted and whether specific situations or times trigger it.
Review Engagement: Assess how management has communicated with the individual to date. Have open, supportive conversations taken place? Does the employee feel involved in finding solutions? A collaborative approach is essential for effective outcomes.
Explore Reasonable Adjustments: Consider adjustments to alleviate identified stressors, such as modifying workloads, job rotation, adjusting working patterns, reassigning responsibilities, or providing additional resources or support to help the individual manage their role.
Prioritise Confidentiality and Sensitivity: Handle all discussions with the utmost discretion. The individual has shared personal information, and maintaining their trust is critical. Ensure their privacy is protected, and any related data is securely managed.
Monitor and Review: Once actions are implemented, establish a clear plan for monitoring and reviewing the situation. Define specific timescales for follow-up discussions to evaluate the effectiveness of adjustments. Regular check-ins will ensure ongoing support and allow for further refinements as needed.
The National Stress Awareness Day serves as a timely reminder to prioritise workplace well-being.
By adopting proactive strategies, fostering open communication, and addressing stress with sensitivity and diligence, employers can create healthier, more productive environments that benefit both individuals and organisations.
