Acas: Managing work-related stress

Your #MentalHealth matters. If work pressure is affecting your well being, it’s time to seek support. Acas offers free, expert advice to help manage workplace stress.

MANAGING WORK-RELATED STRESS

Stress is defined by the Health and Safety Executive (HSE) as ‘the adverse reaction people have to excessive pressures or other types of demand placed on them’.

Some people benefit from a certain amount of pressure as it can keep them motivated. However, when there is too much pressure it can lead to stress.

Stress is not an illness but it can affect a person’s physical and mental health.

If not properly managed, stress can cause:

  • ‘burnout’ (physical and emotional exhaustion)
  • anxiety
  • depression

Stress can increase the risk of physical illnesses. For example:

  • heart disease
  • back pain
  • digestive conditions like irritable bowel syndrome
  • skin conditions

Causes of stress at work

There are many factors that can cause stress at work. These include:

  • too many or conflicting demands
  • poor working conditions
  • little control over how and when work is done or decision making
  • lack of support or encouragement from managers and others at work
  • bullying and conflict at work, particularly if these are not managed well
  • not having enough training or skills to do a job
  • feeling unclear about roles and responsibilities
  • low trust and not feeling able to speak up about concerns
  • change within the organisation

Stress outside of work

Life events can have an impact on work-related stress.

Things that cause stress outside of work might include:

Workers do not have to tell their employer about their personal problems. But if they decide to, they might be able to get some support. For example:

  • counselling services, for example an employee assistance programme (EAP)
  • paid or unpaid time off to attend appointments
  • time off, for example any special leave, annual leave or unpaid leave
  • a temporary change in duties or working patterns to allow for changes in home life

Spotting the signs of stress

Workers should look after their own health and wellbeing at work. If they are experiencing stress, they should talk to their manager as soon as they can. Managers should also look out for any signs of stress among workers.

Signs of stress can include:

  • poor concentration
  • finding it hard to make decisions
  • being irritable or short tempered
  • tearfulness
  • tiredness
  • low mood
  • avoiding social events

If an employer or worker spots signs of stress, it can be helpful to have an informal chat. This can help them understand how the person is feeling and what support they need. Getting help could prevent more serious problems.

Managers could encourage workers to do a ‘Wellness Action Plan’. This can help them to:

  • think about what’s causing them stress
  • talk to their manager and get the support they need

Use a Wellness Action Plan from Mind

Learn more on our website: https://acas.org.uk/managing-work-related-stress…

#StressAwarenessMonth

#StressAtWork

One third of social care workforce sickness absence due to mental health and stress, new figures reveal

Mental health, stress and work-related stress was behind nearly one-third (30 per cent or 500,021 FTE days)* of social care staff sickness absence in councils in England last year, shocking new figures uncovered by the British Psychological Society have revealed today.            

Analysis of new data obtained by the British Psychological Society (BPS) from 114 local authorities in England, has also shown that for more than three quarters (77 per cent)** of local authorities, mental health, stress, or work-related stress is the most common reason for sickness absence in their social care workforce.

The data shows 1.6million days (1,653,117 FTE days)* of sickness absence were taken by adult and children’s social care staff in 114 councils in 2022-2023 in total, against a backdrop of a debilitating recruitment and retention crisisunmanageable workloads, and soaring local authority spending on agency social care staff.

The figures are based on analysis of data for the period 1 April 2022 to 31 March 2023, from 114 local authorities in England, obtained through Freedom of Information requests submitted by the British Psychological Society.

The British Psychological Society and British Association of Social Workers say the new figures highlight the desperate need for the NHS Staff Mental Health and Wellbeing Hubs, which provided dedicated mental health support for struggling health and social care staff, until government funding ended in March 2023.

New research into the impact of three hubs recently published in the BMJ has found that Hubs were seen as a valuable, responsive and distinct part of the health and care system, but that the genuine promotion of and value placed on mental health support by health and social care management, and the creation of psychologically safe work environments, was vital.

At least 15 of the 42 hubs have already closed or are pending closure, while the majority of remaining hubs continue to operate in a funding limbo after NHS England provided an inadequate £2.3million for drastically scaled back services until March 2024 – despite staff wellbeing being a key focus of the new NHS Workforce Plan.

Some hubs had set up teams dedicated to reaching the social care workforce in their areas, including the Keeping Well in South East London (KWSEL) Mental Health and Wellbeing Hub, which proactively engaged with staff across six city boroughs. In one year, the team visited more than 110 care section organisations, with 448 care staff receiving training or an intervention to support their mental wellbeing, before the service was forced to close in March 2023 after its funding was cut.***

Integrated Care Systems in England are expected to make crucial decisions about future funding for the hubs and their staff wellbeing services in the next few months. The British Psychological Society and British Association of Social Workers are calling on health and care leaders to make funding for staff wellbeing support, including for the NHS Staff Mental Health and Wellbeing Hubs, a key priority in their budgets.

Dr Roman Raczka, President-Elect of the British Psychological Society, and Chair of the Division for Clinical Psychology, said: “These troubling figures are yet more evidence of the staffing crisis and working conditions within social care, and the deeply concerning toll it is taking on the mental health of a demoralised and burnt out workforce.

“Despite this, funding for the NHS Staff Mental Health and Wellbeing Hubs was cut just as many had started to make inroads into reaching social care staff who needed help, leaving significant unmet need.

“Health and social care leaders simply can’t afford not to invest in staff wellbeing if they wish to retain staff, recruit new talent, and provide the effective, safe services people deserve. 

“We urge them to commit to long-term ring-fenced funding for dedicated mental health and wellbeing support for health and care staff, including through the remaining NHS Staff Mental Health and Wellbeing Hubs.

“They must now seize upon the opportunity to build upon the foundations created by the hub network to provide mental health and wellbeing support for staff that’s fit for purpose and rooted in best practice.”

The figures published by the BPS reflect the findings of the British Association of Social Workers’ (BASW) Annual Survey of Social Workers and Social Work: 2022, which found that 75 per cent of respondents reported that they are currently unable to complete all of their work within their contracted hours.

BASW found a lack of funding for social care (68 per cent), recruitment and retention problems (54 per cent) and cuts to local services (42 per cent) were pinpointed as the biggest concerns for the profession as a whole.