Work-related stress
Work-related stress is the harmful reaction people can have when work demands or pressures exceed their ability to cope.
Work-related stress is a health and safety risk
Stress is not the same as ordinary pressure. It can arise when demands, control, support, relationships, role or organisational change are poorly managed. HSE's Management Standards organise prevention around those six areas.
Great Britain employers have a legal duty to assess stress risks and act on them. HSENI identifies corresponding duties in Northern Ireland under its health and safety order and management regulations.
An employee may mention workload, conflict, unclear priorities, hours or change before using the word stress. Listen for the work factor, its effect and what would reduce it. Do not make a manager diagnose a medical condition before taking a credible concern seriously.
Control the cause as well as supporting the person
An employee assistance programme, occupational health or a wellbeing resource may help the individual. None removes the employer's responsibility to examine the work. Possible controls include reprioritising tasks, clarifying responsibilities, changing supervision, addressing bullying or conflict, increasing recovery time, or managing change more carefully.
Use HSE's risk-assessment route for the organisational process rather than treating this definition as the assessment itself.
Make a plan and review it
Agree immediate actions, owners and a review date. If the employee is absent, coordinate contact and return planning without pressuring them for a fixed recovery date. Consider whether the condition could be a disability and whether reasonable adjustments are needed.
Look beyond a single case when several people report the same pressure or absence data shows a pattern. In Northern Ireland, HSENI's small-business guidance states the legal duties to assess and control stress-related ill-health risks. Escalate urgent safety or health concerns through appropriate professional or emergency support. A confidential helpline can be one part of the response, but it is not a substitute for controlling harmful work conditions.