Work stress in United Kingdom

Health effects of high work-related stress

• Physical symptoms: frequent headaches, muscle tension, sleep disturbances, and persistent fatigue.
• Cardiovascular/metabolic risk: higher blood pressure, increased risk of heart disease, weight changes.
• Immune and digestion: more frequent infections, stomach/ gut problems.
• Mental health: heightened anxiety, mood swings, depression, burnout, irritability.
• Cognitive/behavioural changes: poor concentration, indecision, memory lapses, changes in appetite or increased use of alcohol/tobacco.

Effects on personal life

• Strained relationships with partners, family, and friends; more frequent conflicts.
• Less quality time and energy for loved ones; social withdrawal.
• Parenting stress and mood shifts affecting parenting style.
• Sleep disruption and daytime tiredness affecting daily routines and motivation.
• Financial or job insecurity adding to stress at home.

How to respond (practical steps)

• Set boundaries and discuss workload with your manager; prioritise tasks and delegate where possible.
• Build small breaks, movement, and consistent sleep routines; limit late-night screen time.
• Seek social support (colleagues, friends, family) and consider professional help (employee assistance programs, counselling, or digital resources like October).
• Look for workplace adjustments (flexible scheduling, clearer roles, regular check-ins) and use available wellbeing tools.

When to seek help (UK resources)

• Persistent or severe symptoms lasting >2 weeks, or safety concerns: contact your GP or occupational health.
• Crisis support: Samaritans at 116 123 (24/7); text SHOUT to 85258; in urgent situations, call 999.
• Ongoing support: NHS mental health services; Mind.org.uk; NHS 111 for non-emergency advice.
• If available, consider October for digital group sessions, assessments, and mental health content.

Economic impact of high work stress

• Reduced productivity due to absenteeism and presenteeism, lowering output per worker.

• Higher staff turnover and recruitment/training costs as burnout drives resignations and longer vacancy periods.

• Increased health and social care costs, including GP visits, medications, and disability benefits.

• Greater safety risks and workplace accidents, with associated remediation costs and productivity losses.

• Diminished innovation and slower long-term growth from a stressed workforce; access to digital mental health resources (e.g., October) can help mitigate these costs by improving support and resilience.

1. Enforce robust work-stress risk assessment and management standards (HSE). Require employers to identify hazards, implement control measures, monitor progress, and publish annual reports.

2. Strengthen work-life balance. Promote flexible working, protect the right to disconnect, and cap excessive overtime with predictable, reasonable schedules.

3. Improve access to mental health care. Invest in NHS IAPT and reduce wait times; ensure paid sick leave and job protection during mental health-related absence.

4. Train managers in mental health literacy. Foster psychological safety, reduce stigma, and embed mental health support into leadership development.

5. Improve living standards and job security. Ensure fair pay, secure contracts (including for gig/platform workers), paid sick leave, and affordable childcare.

6. Promote workplace mental health programs and digital tools. Provide incentives for employers to adopt scalable solutions (e.g., October’s digital group sessions, assessments, and content) and require regular evaluation of impact.

• Manage workload and pace

  • Regular workload reviews, realistic deadlines, and avoidance of crunch periods; monitor peaks and reallocate tasks as needed.

• Offer flexible, predictable work patterns (UK-ready)

  • Enable flexible/hybrid working, set clear core hours, protect boundaries, and respond promptly to flexible-working requests in line with UK policy.

• Clarify roles and improve communication

  • Clear objectives and responsibilities, defined decision rights, and regular structured updates to reduce ambiguity.

• Develop supportive leadership and psychological safety

  • Train managers in mental health awareness, promote a non-judgmental culture, and encourage open, confidential check-ins.

• Provide accessible mental health resources

  • Offer an Employee Assistance Programme (EAP), promote NHS IAPT access where appropriate, and consider October for digital group sessions and assessments to support teams.