With mental health issues on the rise, it’s essential for employers to understand and be equipped to deal with work related stress.
In this article, we’ll be diving into some of the causes as well as how to prevent and handle employees suffering from work related stress or other mental health issues caused at work.
Work related stress is a type of stress that is primarily caused in the workplace. It can be caused by the demands of the job or the environment in which the person works. Work related stress can also be caused by the way that a person's job is organised (or not organised for that matter!).
Work-related stress is costing UK businesses an estimated £2.4 billion a year, according to research from the Chartered Institute of Personnel and Development (CIPD). The study also reveals that one in five employees experiences work-related stress every week, with women more likely to be affected than men. The most common causes of stress are workload (cited by 55% of respondents), followed by deadlines (49%) and relationships with colleagues (37%).
The CIPD is calling for employers to do more to identify and manage workplace stress, including introducing flexible working policies, providing training on how to deal with stress, and establishing an early warning system for staff who may be experiencing problems.
There are lots of causes of work related stress and it can stem from many factors.
Some common causes are demanding or unreasonable bosses, difficult co-workers, a heavy workload, and an uncertain future.
Work related stress can also be caused by the way we perceive our work. For example, if we feel like we are not in control of our work or do not have the required skills to do our job, this can lead to increased stress levels.
Other causes of work related stress can include long hours, travelling for work, and shift work.
There are a few things that employers can do to help reduce work related stress. One is to ensure that employees have good job satisfaction.
This can be done by providing challenging work, opportunities for growth and development, and a positive work environment.
Employers can also help reduce stress by offering flexible work arrangements, such as work-from-home policies or flexible hours.
They can also provide wellness programs, such as on-site fitness classes or healthy snack options. Finally, employers should encourage employees to take breaks throughout the day and use their holiday time. Taking these steps can help employees feel more relaxed and productive at work.
Work-related stress is a serious issue that can have a negative impact on employees’ physical and mental health.
Whilst there is no specific law aimed at workplace stress, employers do have duties and responsibilities under the health and safety at work act to proactively ensure the health, safety and welfare of their staff.
Employees do have the right to make legal claims against their employer in certain circumstances and these usually come under personal injury or constructive dismissal claims as mentioned in this article about stress at work.
To avoid this, it’s best to encourage open and honest conversation around mental health at work, whilst creating a safe environment to do so.
As mentioned above, employers have a responsibility to help their employees manage work-related stress.
This includes creating a healthy work environment and providing resources to employees who are struggling.
Employers should also be aware of the signs of stress in their employees and provide support when needed. As such, managers should be trained on how to identify and manage employee stress.
It’s also worth bearing in mind that financial stress is a major contributor to stress in the workplace which is why, financial wellbeing is quickly becoming the new must-have employee benefit.
With PayCaptain, we’ve integrated financial wellbeing directly into the payroll process. This helps to create happier and healthier employees.
If you’d like to see how PayCaptain could help your company, be sure to book a demo with one of our payroll specialists today.
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