Work stress in United States

Health effects of high work stress

• Cardiometabolic risk: higher blood pressure, greater risk of heart disease and metabolic syndrome.
• Sleep disruption: insomnia, non-restorative sleep, daytime fatigue.
• Immune and physical symptoms: more frequent infections, digestive issues, headaches, and muscle tension.
• Mental health impact: increased anxiety, depression, burnout, irritability.
• Cognitive and performance effects: trouble concentrating, memory lapses, poorer decision making.

Effects on personal life

• Relationship strain: more frequent conflicts, less emotional availability.
• Parenting and family time: reduced patience and quality time with kids.
• Social withdrawal: fewer social activities and support networks.
• Financial and practical stress: worries about money or job security spilling into home life.
• Mood spillover: mood at work can affect home environment and vice versa.

Coping strategies (workplace-focused)

• Set clear boundaries: define work hours, unplug after finish times, schedule breaks.
• Prioritize and delegate: focus on essential tasks, ask for help, communicate needs with your supervisor.
• Use quick stress management techniques: paced breathing, brief walk, or stretch breaks during the day.
• Leverage available resources: employee assistance programs, supervisor support, flexible work options.
• Consider digital support: October offers group sessions, assessments, and psychoeducational content to help with stress and burnout.

When to seek professional help

• Symptoms persist or worsen for 2+ weeks and impair daily functioning.
• Sleep, appetite, or mood changes are significant or distressing.
• Thoughts of self-harm or inability to cope despite coping strategies.

If in immediate danger or crisis, contact 988 or your local emergency service.

• Productivity and cognitive performance decline: chronic work stress impairs focus, decision-making, and accuracy, reducing output.
• Absenteeism, presenteeism, and turnover: stressed workers take more sick days, work while unwell (presenteeism), and leave jobs more often, raising costs.
• Healthcare and disability costs: higher medical claims, mental health treatment needs, and associated insurance costs.
• Safety risks: elevated risk of accidents and injuries, particularly in high-stress industries (healthcare, manufacturing, transportation).
• Slower innovation and long-term growth: burnout dampens creativity, collaboration, and willingness to take calculated risks.
• Mitigation with workplace mental health investments: programs that support stress management, counseling, and resilience (e.g., digital group sessions, assessments, and content like October) can reduce losses and improve productivity.

Country-level actions to lower work stress (US-focused)

• Standardize paid leave and vacation: guarantee minimum paid vacation and sick leave for all workers, with protections for caregiving and medical needs.

• Enforce reasonable work hours and predictable schedules: cap excessive weekly hours, require meal/rest breaks, and promote advance scheduling to reduce unpredictability.

• Expand flexible work options: encourage remote/hybrid arrangements, flexible start/end times, and caregiver-friendly policies.

• Improve wages, staffing, and job security: ensure fair wages, sufficient staffing to prevent overload, and protections against sudden or arbitrary changes in employment.

• Expand access to mental health care: ensure comprehensive mental health coverage with parity, reduce cost barriers, and fund public mental health resources and employer-based EAPs.

• Support workplace mental health programs and culture change: require or incentivize employers to offer mental health training, burnout prevention, anti-harassment policies, and confidential support options (including digital resources like October’s group sessions and assessments).

• Align workload and expectations: conduct regular workload reviews, set clear priorities, and set realistic deadlines to prevent chronic overtime.

• Normalize breaks and boundaries: encourage scheduled breaks, protect focus time, and discourage after-hours emails to reduce spillover stress.

• Strengthen supportive leadership and culture: train managers in recognizing stress, practice psychological safety, and hold regular 1:1 check-ins to support employees.

• Provide accessible mental health resources: offer confidential counseling via an EAP, and consider digital programs like October for group sessions, assessments, and mental health content.

• Improve work design and flexibility: offer flexible/hybrid schedules, empower employees with more control over how they work, and provide skills training (time management, resilience, mindfulness).