Workplace stress rising as legal expert urges employees to act 

Almost half of UK employees experience regular stress, according to new data, prompting renewed calls for stronger workplace support and accountability. 

A report released by Gallup earlier this month found that 46 per cent of UK workers reported high stress levels – saying they had experienced stress for much of the previous day – up from 41 per cent in 2024.  

The figures point to a sustained increase in pressure across the workforce, with implications for both health outcomes and workplace productivity. 

Jordan Bell, head of industrial disease at Slater and Gordon, said the findings reflect a wider pattern of work-related stress affecting employees across sectors, from office-based roles to frontline services. 

“Burnout, poor working relationships and toxic environments involving, for example, bullying and harassment, are all major factors that can directly negatively impact an employee’s wellbeing,” he said. “Employers have a clear and unavoidable legal duty to both prevent workplace stress and provide appropriate support when issues arise.” 

Bell said employees experiencing stress should take early action, starting with raising concerns directly with their manager. 

“Advocating for yourself starts with being honest and transparent about how you are feeling. This creates an opportunity to discuss the challenges you are facing and identify the support you may require to help towards your recovery, making it clear to your manager when work is making you ill.” 

He added that concerns should also be documented in writing to ensure there is a clear record. 

“When a concern is raised in writing, such as over email, not only does this create a clear record, it also represents your direct line of communication to your manager about what is impacting on your health. This can help you hold management to account and concerns raised in writing are very often taken more seriously by employers.” 

Under UK law, employers have a duty of care to protect employees from illness caused by excessive workplace stress. Once concerns are raised, organisations are expected to respond with appropriate support measures. 

“This could include a mental-health risk assessment to understand the impact of stress and highlight reasonable workplace adjustments relevant to the particular employee. In some cases, an occupational health referral may also be appropriate,” Bell said. 

However, he warned that in many cases employees report concerns without meaningful action being taken, which can worsen their condition. 

“When a lack of support persists, employees are entitled to raise a formal grievance,” he said. “There is no doubt that when an employee feels unsupported, frustration and distress can intensify. This may further impair their ability to work and recover.” 

Bell said submitting a formal complaint to HR should trigger a structured review of how the employer has responded. 

“This should trigger a fair and impartial review of the employer’s action or inaction against its own internal policies around mental health and workplace support. This is a good opportunity for an employer to admit its mistakes and right any wrongs.” 

He added that legal action, while often seen as a last resort, remains an important route where employers fail in their duty of care. 

“Psychiatric illness resulting from exposure to occupational stress can have a profound impact on a person’s ability to work and therefore their livelihood and career prospects, as well as their long-term health,” he said. 

Bell highlighted that high-pressure sectors, such as emergency services, policing and the military, often normalise stress, but said the legal obligations remain the same. 

“Employers in all sectors, including those perceived as being inevitably highly stressful, have the same duty of care for all employees, including in relation to mental health.” 

He added that employees diagnosed with recognised psychiatric conditions linked to workplace stress may be entitled to compensation. 

“For Mental Health Awareness Week, I encourage people to find the confidence to advocate for themselves. While these conversations can feel difficult, especially in a workplace setting, being open about what support you need is essential. Without open dialogue, opportunities to explore reasonable adjustments may be missed. 

“Mental wellbeing is just as important as physical wellbeing in the workplace. Individuals raising concerns should submit those concerns in writing wherever possible and also keep a record of complaints and communications with their employer, especially those communications where concerns in relation to ill health caused by exposure to stress are being raised.”