How employers and employees can manage stress and improve workplace wellbeing .

Employers have a duty of care to their employees , which means they must endeavour to do all they reasonably can to support their employees ' health , safety and wellbeing . This includes making sure the working environment is safe , protecting staff from discrimination and carrying out risk assessments . They must treat mental and physical health as equally important .

Unhealthy workplaces often have poor management , a culture of bullying , poor customer service , high levels of absenteeism , reduced productivity and unreasonably high work demands . By contrast , healthier workplaces usually have effective policies for managing and supporting staff , particularly around communication , absence , grievances and occupational health . Healthy and motivated people work more effectively , provide better customer service , and have reduced rates of absenteeism and higher levels of performance .

Workplace management around wellbeing should include facilitating effective communication , encouraging collaborative and supportive professional relationships , and providing access to a framework of practical procedures around wellbeing at work .

It is important to remember that employees may be experiencing other pressures on their wellbeing outside the workplace . These could include an illness , disability or problems in their personal or family lives , which may extend into their working lives . Employers should

be prepared to make reasonable adjustments to the workplace to support employees in such circumstances . Reasonable adjustments for employees with disabilities are a legal requirement under the Equality Act 2010 in England , Scotland and Wales ( separate legislation applies in Northern Ireland ).

Employers also have a responsibility to help employees manage work-related stress . In a workplace with open and effective communication , employees should be able to discuss stress with their line manager , giving the employer the opportunity to support the employee accordingly . An informal discussion should be facilitated , along with follow-up procedures for supporting an employee who raises concerns about workplace stress or any other matter related to their wellbeing . Without these , an employee may feel that their health and safety needs are not being heard or met by the employer , and they could raise a grievance procedure .

Although employment legislation provides employees with rights in relation to their health and safety , individuals also have to accept some responsibility for their own wellbeing . You can have a positive impact through healthy lifestyle choices such as exercising regularly , eating a nutritious diet , not smoking or taking recreational drugs , and reducing or stopping the consumption of alcohol .

Although many of us spend a lot of time at work , we do have time off , which is an opportunity for us to be proactive about redressing the balance through lifestyle changes and by consciously making time for activities that help us relax . We could also seek out , or may be referred for , specific mental or physical therapies or counselling , which can be hugely beneficial to our overall wellbeing .

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