Occupational Stress: Causes, Risks, and How to Manage It Effectively in Your Workplace.

Occupational Stress: Causes, Risks, and How to Manage It Effectively in Your Workplace

Occupational stress is one of the most significant challenges facing modern workplaces. Rising workloads, digital pressures, organisational change, and increasingly complex job roles all contribute to higher levels of work-related stress across every industry. When not properly managed, occupational stress can lead to absenteeism, reduced productivity, higher turnover, and long-term health issues.

Understanding what drives workplace stress — and taking proactive steps to assess and control it — is crucial for creating a healthy, resilient, and productive workforce.

This guide explores the main causes of occupational stress, how to recognise early signs, and the practical steps organisations can take to reduce stress levels. It also explains why a structured Occupational Stress Risk Assessment is the most effective way to identify psychosocial hazards and manage them consistently.

 

What Is Occupational Stress?

Young man working overtime in an office looking stressed and unhappy.

Occupational stress occurs when workplace demands exceed an individual’s ability to cope. While short-term pressure can be motivating, sustainable and manageable, long-term or excessive demands without adequate support can lead to harmful stress.

Common misconceptions include:

  • “Stress is just part of the job.” In reality, unmanaged stress reduces performance, wellbeing, and morale.

  • “Stress is a personal issue.” Most causes of work-related stress are organisational, not individual.

  • “Stress can’t be measured.” With a structured stress risk assessment, psychosocial hazards can be identified and controlled like any other workplace risk.

Occupational stress is not the employee’s fault — it is a risk that must be managed at an organisational level.

 

What Causes Occupational Stress?

Large stacks of work papers on an employee's desk.

Occupational stress often arises from multiple interacting factors known as psychosocial hazards — workplace conditions that affect mental health, performance, and wellbeing. Below are the most common causes.

Challenging workloads and pressure to meet deadlines

Excessive workloads, short deadlines, staff shortages, or conflicting priorities can create continuous pressure and fatigue. Employees may feel unable to complete tasks to a high standard or take essential breaks, causing stress to accumulate. Over time, this sustained pressure increases the risk of burnout, mistakes, and disengagement, especially when busy periods are frequent or unmanaged.

Poor communication and unclear expectations

Unclear instructions, inconsistent messages, or missing information cause uncertainty and frustration. When staff must guess what is required or repeatedly seek clarification, stress levels rise. Ineffective communication between teams or departments can also lead to tension, delays, and errors that could have been avoided with clearer processes.

Limited support from managers or colleagues

Support is one of the strongest protective factors against workplace stress. When it is lacking — such as limited feedback, irregular check-ins, or a lack of availability — employees may feel overwhelmed or uncertain about their performance. Without a strong support network, problems go unaddressed, and pressure escalates.

Tensions or conflict between colleagues

Poor relationships, unresolved disagreements, or unacceptable behaviour contribute significantly to workplace stress. Conflict creates discomfort, reduces collaboration, and affects the wellbeing of both the individuals involved and those who witness it. If left unaddressed, conflict erodes morale, trust, and team cohesion.

Organisational change and uncertainty

Changes such as restructures, new systems, leadership changes, or revised processes can create anxiety about job security and future expectations. When change is rushed or poorly communicated, uncertainty increases, fuelling speculation and reducing confidence in decisions made by leadership.

Remote working, lone working, or isolation

Working away from colleagues — either remotely or alone on-site — reduces informal interactions and can leave staff feeling disconnected, unseen, or unsupported. Over time, this isolation affects motivation, confidence, and wellbeing, particularly when expectations are unclear or communication is limited.

Job insecurity or external pressures

Economic instability, funding changes, seasonal demand, or contractual uncertainty place long-term pressure on employees. Even when workloads remain steady, the fear of future change affects morale, concentration, and engagement.

Inadequate training or unclear role boundaries

If staff are unsure about their responsibilities or lack confidence in their skills, stress increases rapidly. Unclear role boundaries lead to duplication of work, missed tasks, or confusion, while inadequate training leaves employees worried about making mistakes.

Physical work environment issues

Noise, poor lighting, uncomfortable temperatures, limited ventilation, and cramped or cluttered spaces make work more draining, increase frustration, and reduce concentration. Environmental discomfort is one of the most overlooked contributors to occupational stress.

 

Signs and Symptoms of Work-Related Stress

Withdrawn employee with low morale due to occupational stress.Identifying stress early helps prevent long-term effects. Managers should look for behavioural, emotional, and physical signs, as well as changes in work patterns.

Behavioural signs

  • Withdrawal or isolation from colleagues
  • Irritability or emotional reactions
  • Increased mistakes or reduced focus
  • Lack of engagement or motivation

Emotional signs

  • Anxiety, low mood, or tearfulness
  • Feeling overwhelmed
  • Loss of confidence
  • Reduced enthusiasm or interest

Physical signs

  • Fatigue or low energy
  • Headaches, tension, or sleep disruption
  • Frequent minor illnesses
  • Increased sensitivity to noise or pressure

Changes in work patterns

  • Working longer hours
  • Avoiding breaks
  • Decline in performance
  • Missing deadlines or appearing overwhelmed

 

Why Occupational Stress Is a Serious Business Risk

Employee suffering from occupational stress with her head in her hands.Unmanaged stress has a significant impact on performance, wellbeing, and organisational stability. Key risks include:

  • Increased absenteeism due to stress-related health issues
  • Presenteeism, where staff are present but not fully productive
  • Reduced morale and motivation
  • Higher turnover, leading to recruitment and training costs
  • Performance errors that impact quality or safety
  • Strained working relationships
  • Increased pressure on managers to manage deteriorating performance

Organisations that act early and use a structured approach to assess stress risks are better equipped to protect their teams and maintain long-term resilience.

 

How to Manage and Reduce Occupational Stress in Your Workplace

Manager and employee openly communicating at work.

Below is a practical and expanded set of strategies.

1. Review workloads and priorities regularly

Assess how work is distributed across your team and identify pressure points. Adjust deadlines, provide additional support, or reassign tasks during busy periods. Encourage staff to raise concerns early and ensure breaks are taken consistently.

2. Communicate clearly and consistently

Set clear expectations for tasks, responsibilities, and priorities. Follow up meetings with written summaries to avoid misunderstandings. Ensure remote or part-time staff receive the same information and feel involved in decision-making.

3. Strengthen managerial support

Hold regular one-to-one conversations focused on progress, challenges, and wellbeing. Be approachable and responsive to concerns. Timely, constructive feedback and visible support from management significantly reduce stress.

4. Improve role clarity

Review job descriptions to ensure they match reality. Clarify who is responsible for what and resolve overlapping duties. Provide regular updates when roles evolve or new systems are introduced.

5. Address conflict early

Create an environment where respectful behaviour is expected. Encourage staff to raise or challenge inappropriate behaviour, including bullying or intimidation. Use informal conversations and early intervention to prevent escalation.

6. Support remote and lone workers

Set clear expectations around communication, availability, and working hours. Schedule regular virtual or in-person check-ins to maintain connection. Ensure remote workers have equal access to training, recognition, and support.

7. Invest in training and development

Identify skill gaps through regular supervision or discussions. Provide appropriate training, shadowing, or mentoring. Avoid placing pressure on staff during transitions or when learning new systems.

8. Promote fairness and consistency

Apply policies consistently, especially those relating to workload, performance, and progression. Be transparent when making decisions and create space for staff to raise fairness concerns.

9. Improve the physical work environment

Address environmental issues such as noise, lighting, temperature, and ventilation. Provide quiet areas for focused work and encourage staff to report issues proactively.

10. Encourage wellbeing and healthy boundaries

Promote regular breaks and discourage excessive working hours. Lead by example by taking breaks and maintaining healthy boundaries yourself. Establish clear expectations to prevent digital overload.

 

Why Your Business Needs an Occupational Stress Risk Assessment

A happy group of employees smiling together in their workplace.

A well-structured Occupational Stress Risk Assessment helps organisations:

  • identify psychosocial hazards
  • determine who may be affected and how
  • implement targeted, effective control measures
  • guide managers to respond consistently
  • demonstrate due diligence
  • reduce absence and turnover
  • support a healthy working culture

Producing a detailed assessment can take time, especially when covering all major stress-related hazards. A pre-filled, editable template makes the process straightforward and ensures nothing is overlooked.

 

Download Our Pre-Filled Occupational Stress Risk Assessment Template

Download Our Pre-filled Occupational Stress Risk Assessment Template.

Our comprehensive, editable PDF template includes:

  • detailed, pre-filled psychosocial hazards
  • fully developed “who may be harmed” and “control measure” sections
  • a clear four-column layout
  • a Manager’s Guidance Sheet to support effective implementation
  • space for adding business-specific hazards
  • a professional, ready-to-use structure

This pre-filled Occupational Stress Risk Assessment Template gives you everything you need to assess occupational stress confidently, consistently, and efficiently — helping you identify key stressors, document clear control measures, and support managers in making practical, evidence-based improvements that protect staff wellbeing while reducing the costs associated with absenteeism, turnover, and poor morale.

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Frequently Asked Questions

FAQs About Work-Related Stress

What is occupational stress?

Occupational stress is the harmful reaction employees may have when workplace pressures exceed their ability to cope. It is caused by factors such as workload, communication issues, conflict, unclear expectations, organisational change, and more. If not managed, occupational stress can affect physical health, emotional wellbeing, productivity, and overall job satisfaction.

To help businesses manage these risks effectively, we offer a pre-filled Occupational Stress Risk Assessment Template, which provides a structured way to identify and control stress-related hazards.

What causes stress in the workplace?

Stress at work is typically caused by multiple psychosocial hazards, including high workloads, poor communication, limited support, job insecurity, conflict, remote working challenges, inadequate training, and uncomfortable work environments. These factors affect mental wellbeing and performance, especially when combined or left unaddressed.

To help businesses manage these risks effectively, we offer a pre-filled Occupational Stress Risk Assessment Template, which provides a structured way to identify and control stress-related hazards.

How do you assess work-related stress?

Assessing stress involves identifying potential stressors, determining who may be affected, and implementing controls to reduce or eliminate risks. A stress risk assessment examines psychosocial hazards and documents the control measures needed to prevent stress-related harm. It ensures a consistent, structured approach to managing workplace stress.

If you’re unsure where to start, our pre-filled Occupational Stress Risk Assessment Template provides a ready-to-use framework that covers all major psychosocial hazards.

What are psychosocial hazards?

Psychosocial hazards are work-related factors that influence mental health and wellbeing. Examples include workload pressure, lack of control, unclear roles, poor communication, isolation, organisational change, conflict, and environmental issues. These hazards can significantly increase stress if not properly managed.

To better understand how to document and control these hazards, many organisations use our editable risk assessment template for consistent, professional reporting.

Do employers need a stress risk assessment?

Yes. Employers must assess and manage any workplace factors that could cause harm, including stress. A stress risk assessment helps organisations understand the pressures affecting staff and put appropriate measures in place. It also demonstrates due diligence and supports a fair, consistent approach across teams.

Our pre-filled Occupational Stress Risk Assessment Template makes this process easier by providing fully developed hazards, controls, and a Manager’s Guidance Sheet.

How can managers reduce occupational stress?

Managers can reduce stress by reviewing workloads, communicating clearly, offering support, addressing conflict early, encouraging wellbeing, and promoting healthy boundaries. Ensuring staff have the skills, resources, and clarity needed for their roles helps prevent stress from building.

Our Manager’s Guidance Sheet, included within the Occupational Stress Risk Assessment Template, helps leaders recognise early warning signs and respond consistently.

What are the signs of work-related stress?

Signs include fatigue, irritability, reduced concentration, increased errors, withdrawal, low mood, sleep issues, and physical symptoms like headaches or muscle tension. Behavioural changes — such as working excessive hours or avoiding tasks — may also indicate stress.

To help businesses address these issues effectively, our Occupational Stress Risk Assessment Template provides detailed guidance on stress-related hazards and practical control measures.