Stress Awareness Month 2026: How Employers Can Prevent Work-Related Stress
April is Stress Awareness Month, making it an important opportunity for Employers to focus on one of the biggest challenges affecting today’s workforce: work-related Stress. Stress Awareness Month takes place every April, and the Health and Safety Executive continues to encourage Employers to take practical action through its Working Minds campaign.
Work-related Stress is not a minor issue. HSE’s latest workplace Health statistics show that in 2024/25, 22.1 million working days were lost to stress, depression or anxiety in Great Britain.
Why Work-Related Stress Should Be a Priority
It can affect Employee wellbeing, attendance, performance and retention. This is a major contributor to working days lost, underlining the scale of the issue for Organisations across Sectors.
For Employers, the case for action is both practical and legal. Taking steps to prevent work-related Stress can help reduce absence, support Mental Health at work and create a more resilient Workforce.
HSE’s Training guidance states that Employers have a legal duty to protect employees from stress at work through an Organisational-level Risk Assessment and Action Plan.
Employers’ Legal Duty to Manage Stress at Work
Employers should treat this matter like any other workplace risk. HSE says Employers must assess and manage all work-related risks, including those to mental Health, and share the results of any stress risk assessment with workers.
This Means Employers Should:
· Identify the causes
· Assess who may be harmed and how
· Take reasonable steps to reduce or control those risks
· Review and update their approach as work changes
The HSE Management Standards
One of the most practical ways to tackle this problem at work is by using the HSE Management Standards. These standards focus on six areas of work design that can affect stress levels:
· Demands
· Control
· Support
· Relationships
· Role
· Change
These key areas give Employers a clear Framework for identifying pressure points and improving workplace conditions. By following the standards, Organisations can identify and manage the main causes.
What Practical Steps Can Employers Take?
Stress Awareness Month is a useful opportunity to review current practice and take action that can have a lasting impact beyond April.
1. Review Your Stress Risk Assessment
Check whether your current Assessment reflects the real pressures Staff are facing, including workload, role clarity, change, support and working relationships.
2. Support Managers to Respond Confidently
Line Managers play an important role in recognising signs, opening conversations and taking early action. Dedicated Training and guidance play a vital role in supporting Managers in this area.
3. Look at Workload and Job Design
Stress often links back to work design. Reviewing demands, control and support can help Employers address root causes rather than only reacting after problems escalate.
4. Use HSE Tools and Resources
Employers can use the Working Minds campaign materials, the Management Standards Framework and HSE stress guidance to strengthen their approach.
Building a Healthier Workplace Culture
Mental Health at work needs consistent attention. It is about creating a workplace culture where risks are recognised early, conversations are encouraged and action is built into day-to-day management.
Leadership Development Also Plays a Role
Preventing work-related Stress is also about equipping Leaders with the skills to manage people well, communicate clearly and create a culture where support is part of everyday practice.
CBAT’s Leadership, Management and HR Training portfolio has been developed to support Organisations across Health and Social Care in building these capabilities. Covering areas such as Leadership and Management, Coaching, Team Development and Communication.
The programmes are designed to help Managers navigate the complexities of the Sector with greater confidence and effectiveness.
For Organisations looking to strengthen resilience, improve team culture and support staff wellbeing, Leadership Development remains an important part of the wider picture.
Explore our Leadership and Management courses to learn more.