Work-related stress has become one of the most common challenges facing employees across the UK. While some degree of pressure can be a normal part of working life, excessive or prolonged stress at work can have serious consequences for both physical and mental health. In some cases, what begins as a personal health issue can develop into a legal employment matter. This is particularly the case when an employer has failed to take reasonable steps to protect the workforce’s well-being.

Understanding the difference between everyday workplace pressure and harmful work stress is important for both employees and employers. It can help individuals recognise when they need support and ensure organisations meet their legal obligations.

If you’re experiencing work-related stress and believe your employer has failed to take reasonable steps to protect your well-being, it’s important to seek legal advice as soon as possible. Whether you’re considering a grievance, requesting reasonable adjustments, or exploring a claim, understanding your rights is the first step.

To learn more about the services we provide, simply:

• Call us now on 020 3397 3603
• Request a callback by filling out our online form

What Is Work-Related Stress?

The Health and Safety Executive (HSE) defines work-related stress as the adverse reaction people have to excessive pressures or other demands placed on them at work. Stress itself is not an illness, but prolonged exposure to stressful situations can contribute to physical and mental health conditions.

Many factors can contribute to stress at work. Common causes include excessive workloads, unrealistic deadlines, workplace conflict or bullying, inadequate managerial support, and significant organisational change. While people may respond differently to workplace pressures, employers should recognise and manage foreseeable risks that could negatively affect well-being.

Recognising the Symptoms of Work-Related Stress

Identifying the symptoms of stress early can help prevent more serious health problems from developing.

Common emotional and psychological symptoms of stress include anxiety, irritability, mood swings, difficulty concentrating, loss of motivation, and low mood. Physical symptoms can include headaches, muscle tension, fatigue, sleep disturbances, digestive problems, and increased susceptibility to illness. Behavioural changes may also occur, such as increased absenteeism, reduced productivity, or noticeable changes in eating and drinking habits.

Occasional stress is a normal part of life. But when symptoms become persistent and begin affecting daily functioning, professional support may be needed.

When Does Work-Related Stress Become an Employment Issue?

Not every instance of work stress automatically creates a legal issue. Employees may experience stress due to personal circumstances, external pressures, or temporary workplace challenges. However, work-related stress can become an employment matter when an employer knows, or reasonably ought to know, that an employee is at risk of harm and fails to take appropriate action.

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The key legal question is often whether the harm was reasonably foreseeable. For example, issues may arise when an employee repeatedly raises concerns about excessive workloads, or an employer ignores clear stress signals. It may also become a legal matter if reasonable adjustments aren’t provided, or workplace practices create ongoing well-being risks.

In these situations, the issue likely extends beyond personal health and enters the realm of employer responsibility.

The Employer’s Duty of Care Concerning Work-Related Stress

Under UK law, employers owe a duty of care to their employees. This duty requires employers to take reasonable steps to protect the health, safety, and well-being of staff while they are at work.

This obligation arises from several sources, including common law duties of care, the Health and Safety at Work etc. Act 1974, and the Management of Health and Safety at Work Regulations 1999. Importantly, employer responsibilities extend to both physical and mental health.

An employer’s duty of care includes taking reasonable measures to identify workplace stress risks, conduct appropriate risk assessments, provide suitable support and supervision, address workplace bullying or harassment, manage workloads effectively, and foster a healthy working environment.

The law does not require employers to eliminate all workplace stress. Rather, employers must take reasonable and proportionate steps to reduce foreseeable risks and support employee well-being.

The Importance of Stress Risk Assessments

Employers are expected to assess workplace risks, including those relating to mental health and well-being.

Stress risk assessments help organisations identify factors that may be causing harmful levels of pressure and determine appropriate control measures. The HSE’s Management Standards approach focuses on six key areas that can contribute to workplace stress: demands, control, support, relationships, role, and change.

Demands relate to workload, work patterns, and the working environment. Control concerns the degree of influence employees have over how they perform their work. Support refers to the encouragement, resources, and assistance provided by managers and colleagues. Relationships focus on promoting positive workplace interactions and addressing conflict, bullying, or harassment. Role relates to ensuring employees clearly understand their responsibilities and expectations, while change concerns how organisational changes are managed and communicated.

Where employers fail to identify or address obvious risks, they may face legal consequences if employees suffer harm as a result.

Stress, Mental Health, and Disability

In some circumstances, stress-related conditions may amount to a disability under the Equality Act 2010.

Stress itself is not generally considered a disability. However, conditions such as anxiety disorders, depression, or other mental health impairments arising from prolonged workplace stress may qualify if they have a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.

When an employee meets the legal definition of disability, employers may have additional obligations, including the duty to make reasonable adjustments. Depending on the circumstances, reasonable adjustments could include flexible working arrangements, adjusted workloads, additional supervision or support, changes to working hours, or temporary modifications to duties and responsibilities.

Failure to make reasonable adjustments could potentially lead to claims of disability discrimination.

Can Employees Bring Legal Claims for Work-Related Stress?

In certain circumstances, employees may be able to pursue legal claims where work-related stress has caused harm.

One potential claim is negligence. An employee may argue that their employer breached its duty of care by failing to take reasonable steps to prevent foreseeable harm. To succeed, employees generally need to demonstrate that the employer owed them a duty of care, that the duty was breached, that the breach caused injury or illness, and that the resulting harm was reasonably foreseeable. Medical evidence often plays a crucial role in these cases.

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Employees may also have protection under the Equality Act 2010 if a stress-related condition qualifies as a disability. Claims can arise where employers fail to make reasonable adjustments or treat employees unfavourably because of their condition.

In some cases, where workplace stress leads to a recognised psychiatric injury, employees may be able to pursue a personal injury claim. Again, strong evidence linking workplace conditions to the injury will usually be essential.

Understanding Constructive Dismissal

One legal concept frequently associated with work-related stress is constructive dismissal.

Constructive dismissal occurs when an employee resigns because their employer has fundamentally breached the terms of their employment contract. The breach may involve a violation of the implied term of mutual trust and confidence that exists between employer and employee.

Examples that could potentially contribute to a constructive dismissal claim include persistent failures to address workplace bullying, ignoring repeated complaints about excessive workloads, failing to support an employee experiencing severe stress, creating an intolerable working environment, or subjecting employees to unreasonable treatment.

Constructive dismissal claims are often difficult to establish. Employees must generally demonstrate that a serious breach of contract occurred, that they resigned because of that breach, and that they did not delay unreasonably before resigning.

Not every stressful workplace situation will amount to constructive dismissal. However, where employers repeatedly ignore serious concerns or fail to uphold their responsibilities, the risk of such claims can increase significantly.

Why Evidence Matters

One of the most important aspects of any work-related stress claim is evidence.

Whether seeking workplace support, raising a grievance, or pursuing legal action, employees should keep clear records of relevant events. Helpful evidence may include emails raising concerns about workload or treatment, records of meetings with managers, occupational health reports, GP or specialist medical records, absence records, witness statements from colleagues, and copies of formal grievances or complaints.

Contemporaneous records can help establish both the existence of the problem and the employer’s awareness of it. Without evidence, it can be difficult to demonstrate that workplace stress was foreseeable or that the employer failed to act appropriately.

Practical Steps Employees Can Take

Speak to Your Employer

Many workplace stress issues can be addressed before they escalate. Raising concerns with a manager, HR representative, or another appropriate contact may help identify solutions and ensure that the employer is aware of the situation.

Seek Medical Support

If symptoms of stress are affecting one’s well-being, it is important to seek advice from a GP or mental health professional. Medical records may also become valuable evidence if workplace issues persist.

Keep Written Records

Maintaining detailed records of workloads, incidents, conversations, and concerns raised with management can help establish a clear timeline of events and demonstrate that issues were reported.

Use Internal Procedures

Where informal discussions do not lead to meaningful improvements, employees should consider using formal grievance procedures to ensure concerns are properly documented and investigated.

Request Reasonable Adjustments

Employees experiencing stress-related health conditions may wish to discuss workplace adjustments with their employer. Depending on the circumstances, this could include changes to working hours, responsibilities, or workplace support arrangements.

Obtain Independent Advice

Advice from an employment solicitor, trade union representative, or workplace adviser can help employees understand their rights and determine the most appropriate course of action.

Work-Related Stress: Our Final Thoughts

Work-related stress is more than simply feeling busy or under pressure. When workplace demands become excessive and begin affecting an employee’s health, employers have a legal responsibility to take reasonable steps to address foreseeable risks.

The point at which work stress becomes an employment issue is often determined by what the employer knew, or should have known, about the risks faced by the employee and whether appropriate action was taken. Employers owe a duty of care to protect both physical and mental health, and failures in this regard can sometimes lead to claims involving negligence, discrimination, personal injury, or constructive dismissal.

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For employees, recognising the symptoms of stress early, seeking support, and maintaining clear records can be critical. Protecting one’s well-being should always be the first priority, but understanding legal rights can help ensure that workplace concerns are addressed appropriately and fairly.

Get Help with Redmans

If you are experiencing work-related stress and believe your employer has failed to take reasonable steps to protect your well-being, it is important to seek legal advice as soon as possible. Whether you are considering raising a grievance, requesting reasonable adjustments, or exploring a potential claim, understanding your rights is the first step.

At Redmans Solicitors, our specialist employment law team can assess your circumstances, explain your legal options, and advise on the best course of action based on your individual situation.

It only takes a moment to get started; simply:

• Call us on 020 3397 3603
• Request a callback via our online form