Why work-related stress is a health and safety issue

The Health and Safety Executive (HSE) has reminded employers that April’s “Stress Awareness Month” presents a vital opportunity to check in on the legal obligation to manage work-related stress.

According to the HSE, stress, depression and anxiety are the most reported causes of work ill-related health, with 22.1 million working days lost in Great Britain as a result during 2024/2025. One of the HSE’s strategic objectives for 2022-2032 is to reduce mental health and stress, and investigations into suspected organisational failures to manage these risks are on the rise.

Why should businesses pay attention?

Under the Health and Safety at Work Act 1974 (HSWA), employers have a legal duty to ensure “the health, safety and welfare at work of all employees”.   Whilst employer obligations, and HSE enforcement action, has traditionally focussed on physical hazards, employee mental wellbeing is receiving increasing attention.  

The HSE may investigate issues of work-related stress where:

• there is evidence of organisational failing;
• several employees are experiencing WRS or ill health; and
• the HSWA can be applied.

In one of its first high profile enforcement actions relating to work-related stress, the HSE served a notice of contravention on the University of Birmingham in December 2025. Failures identified by the HSE related to insufficient risk assessments, inadequate implementation of a stress management policy and control measures, and no effective monitoring or review systems.  This step demonstrates the HSE is willing to take enforcement action for failures by employers to manage the risks of work-related stress.

TLT’s thoughts

The HSE’s findings against the University of Birmingham could apply in any industry if an employer does not pay adequate attention to the risk of work-related stress in their health and safety management.

In some sectors, the risks of physically demanding or hazardous work might be compounded where high levels of work-related stress impact an employee’s ability to work safely. Contributing risk factors include long working hours without proper breaks,  demanding deadlines and a lack of employer support to make proper time for vital training. One example is the construction industry where a 2024 study by the University of Cambridge found job stress affects 70% of construction workers. These challenges are being taken seriously at industry level in the sector, with the Construction Leadership Council due to publish its findings following a consultation in Spring/Summer 2026.

Work related stress should be treated like any other workplace hazard. Employers need to ensure appropriate measures are in place to:

• Assess risks and take practical steps to reduce the risk of work-related stress where possible;
• Ensure appropriate policies and procedures are in place to proactively manage stress;
• Identify workers which might be at higher risk; and
• Ensure appropriate training practices are in place across the workplace.

If you have any questions about how to ensure your organisation is adequately prepared to manage health and safety obligations relating to work-related stress, get in touch with TLT’s Regulatory team.

Authors: Francesca Chapman and Jason Cropper

This publication is intended for general guidance and represents our understanding of the relevant law and practice as at April 2026. Specific advice should be sought for specific cases. For more information see our terms & conditions.