Stress in the Workplace

Prioritizing mental health and implementing strategies to reduce stress is essential for a safe and productive workplace. According to the World Health Organization, 83% of workers in the United States suffer from work-related stress, and 54% of workers state that work stress impacts their home life. Additionally, the National Institute of Mental Health has noted that workplace stress has been reported to cause 120,000 deaths in the United States annually.

Workplace stress and mental health issues can negatively impact employees in numerous ways, including compromising safety, reducing production and decreasing engagement. Employers taking proactive steps to reduce workplace stress and support employees』 mental health can improve their well-being and job satisfaction and help create a safer and more productive work environment.

This article explores the consequences of workplace stress and outlines actionable strategies for employers to improve it.

Causes of Work-related Stress

Several aspects of work can cause stress to employees, including:

• Job security concerns and fear of employer retaliation for raising issues
• Lack of training, tools and equipment to safely perform job duties
• Confrontation from clients, co-workers or supervisors
• Learning new tasks and taking on new responsibilities
• Scheduling changes, extended shifts or inadequate break time
• Inability to disconnect from work, always being on-call or expected to return messages
• Imbalance of work duties and responsibilities at home
• Concerns about performance, productivity, pay or leave
• Long or difficult commutes
• Physically demanding work or work that may cause injuries
• Strict deadlines

Consequences of Work-related Stress

Workplace stress can lead to several negative emotions, including loneliness, isolation, grief and fear. It can also negatively impact physical health; stress is a risk factor for several medical conditions, including cardiovascular disease and high blood pressure. Stress and anxiety can also lead to distractions, reduced attention to detail and delayed reaction times, raising the risk of workplace accidents. Similarly, depression and fatigue can create mental exhaustion, impair judgment and reduce decision-making abilities, increasing safety risks in a work environment.

From an operations standpoint, high stress can also result in high absenteeism, higher turnover rates, a poor workplace culture reputation and an increased rate of workers』 compensation claims, as accidents may become more common.

Strategies to Reduce Stress at Work

The are multiple actions employers can take to reduce work-related stress, including the following:

• Focus on a supportive workplace culture. When leadership promotes mental health and wellness, organizations can build a culture where employees feel comfortable discussing any issues and seeking help. Managers should model healthy work practices and demonstrate that a positive work environment is emphasized throughout the organization. They should be aware that employees also may have significant demands outside of work that they are trying to manage.
• Uphold policies that aim to reduce stress. Workplace policies should prohibit discrimination, harassment and bullying, as these behaviors can negatively impact employee mental health. Policies should also require that reports of discrimination, harassment and bullying will be taken seriously and investigated immediately.
• Provide comprehensive mental health resources. Employers should offer an employee assistance program that provides access to mental health services, including professional counseling and peer support teams.
• Establish workplace practices that create safe and healthy work environments. Employees should feel their workplace provides safe physical working conditions. Modeling safe practices, monitoring the working environment and ensuring employees follow safety guidelines can help achieve this goal. Employers should also make certain employees』 schedules allow for adequate break times. 
• Provide comprehensive education and training. Employers should be sufficiently trained on how to perform their jobs safely. Programs for workers with regular mental health education, self-care guidance and stress management sessions should also be available. Leadership should be trained on how to recognize, discuss and address mental health concerns within their teams. 
• Normalize mental health conversations. Encouraging discussions about mental health can allow employees to feel more comfortable seeking assistance when needed.
• Provide clarity and allow flexibility. Ensuring job responsibilities are clear and have room for employees to have flexibility and a work-life balance can reduce work-related stress. Adequate paid leave with mental health sick days should be available to allow employees to take time off when needed without added stress.
• Ensure employees know their value. Employers should make sure employees know their worth by acknowledging their contributions and providing opportunities for professional growth and development.
• Show empathy. Leaders should demonstrate empathy by actively listening to employees』 concerns, acknowledging their challenges, communicating that leadership understands and takes their issues seriously, offering support and encouraging them.
• Consistently evaluate and adjust programs. Business leaders need to regularly evaluate their mental health programs and adapt them as personnel needs evolve. Gathering regular feedback (e.g., through surveys, focus groups, a mental health task force with representatives from different levels of the organization and individual consultations) can help ensure the programs remain effective and accessible. 

Conclusion      

Reducing work-related stress is vital to individual well-being and operational success. By taking action to promote mental health, business leaders can make work environments healthy and safe while improving job performance, diminishing stress and mitigating organizations』 risks. Contact us today for more risk management guidance.

This Risk Insights is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice. © 2025 Zywave, Inc. All rights reserved