This article was written in collaboration with Clare Walkeden, founder of Auburn Consultancy, who works with organisations to support wellbeing, resilience and performance. https://www.auburnconsultancy.co.uk/
Every April since 1992, Stress Awareness Month has been dedicated to increasing public awareness about the causes of stress and, crucially, how to manage its symptoms.
This year, the focus is more critical than ever, with workplace stress reaching record levels, impacting employees across the UK.
For organisations, April is an important opportunity to raise awareness, reduce stigma, and actively support employee wellbeing before issues escalate.
This leads to a fundamental question every organisation should be asking:
Do we have a clear approach to workplace stress management, and are we supporting our team to recognise and manage stress effectively?
The reality is that managing stress is no longer optional, it is essential.
What Is Causing Workplace Stress?
The research paints a stark picture of the key drivers fuelling workplace pressure:
- Workload and time pressure remain the leading cause, affecting 76% of UK employees.
- Financial pressure has become a major external stressor, with many employees reporting it impacts both performance and sleep.
- Lack of control and autonomy increases stress when employees feel unable to influence their work or environment.
In many businesses, operational areas like payroll and compliance are a major source of pressure, especially when errors go unnoticed until they become bigger problems:
payroll errors going unnoticed
Understanding Stress: From Survival Instinct to Modern Workplace Challenge
So, what exactly is stress, and how can we recognise when it becomes a problem?
Our stress response is primarily physical. When triggered, the body enters “fight, flight, or freeze” mode, releasing hormones such as adrenaline, cortisol, and norepinephrine. These create a burst of energy and heightened focus.
Historically, this response helped us survive immediate threats. Today, however, our stressors are less about survival and more about workload, work-life balance, and constant digital interruptions.
While some pressure can enhance performance, prolonged exposure to stress can have serious consequences for both individuals and organisations.
Recognising the Signs of Stress at Work
Understanding the signs of stress is a key part of effective workplace stress management.
However, stress is often normalised, even worn as a “badge of honour”, which can make it harder to recognise when it becomes a problem.
Common signs that are often overlooked include:
- Poor sleep or waking during the night
- Increased irritability
- Emotional responses that feel disproportionate
- Difficulty concentrating or making decisions
- Physical tension (e.g. tight shoulders, jaw clenching)
- Regularly feeling like you’re “just getting to the weekend”
Left unaddressed, prolonged stress can lead to more serious health and performance issues.
A Practical Tool: Understanding Your ‘Stress Bucket’
One of the most effective ways to understand and manage stress is through the “stress bucket” model.
This looks at:
- What is going into your bucket (workload, deadlines, finances, relationships, life events)
- How quickly it fills
- What causes it to overflow (emotional reactions, burnout, disengagement)
- What helps to empty it (rest, boundaries, support, healthy coping strategies)
As highlighted in Claire’s resource, everyone’s threshold is different — but one thing is consistent: prolonged periods of stress will impact wellbeing if not managed.
Taking time to reflect on what is filling your bucket — and what helps release pressure, is a simple but powerful step in managing stress more effectively.
Workplace Stress Management: What Can Employers Do?
Organisations play a crucial role in reducing and managing stress at work.
While it’s not always possible to remove stress entirely, employers can take practical steps to manage it effectively, thinking of it as “turning down the thermostat”.
1. Provide Clear Support Channels
Ensure employees can easily access support such as:
- Employee Assistance Programmes (EAPs)
- Peer networks
- Mentoring or coaching
2. Carry Out Stress Risk Assessments
Employers are legally required to assess workplace stress risks, yet many still do not prioritise this.
Using guidance from organisations such as the Health and Safety Executive can help ensure compliance and best practice.
3. Encourage Open Conversations
Simple check-ins can prevent small issues becoming larger problems.
A question as simple as:
“I’ve noticed you don’t seem yourself lately, is everything okay?”
can make a significant difference.
Managers are there to listen and support, not diagnose.
4. Manage Workload Proactively
- Encourage regular annual leave
- Ensure employees are properly trained
- Use 1:1 meetings to assess workload and capacity
- Offer flexibility where possible
One of the most overlooked risks is assuming payroll is “running fine” without actually checking the underlying calculations and data: how to check your payroll properly
5. Improve Communication
Uncertainty increases stress, particularly during periods of change.
Keep teams informed about:
- What’s happening
- Why it’s happening
- How it affects them
6. Recognise and Value Employees
Recognition is often overlooked but highly impactful.
Research shows effective recognition can increase morale and productivity by 10–20%.
Supporting Managers: The Missing Piece in Workplace Stress Management
While many organisations raise awareness of stress, there is often a gap when it comes to supporting managers.
Managers frequently lack:
- Time
- Training
- Resources
This can lead to burnout and reduced effectiveness.
The key principle is simple:
Managers cannot support others if they are overwhelmed themselves.
Practical Steps for Managers
- Model healthy behaviours (boundaries, breaks, workload management)
- Escalate workload issues rather than absorbing them
- Use available support systems (EAPs, peer networks, occupational health)
- Undertake training, such as mental health awareness programmes
Simple Ways to Manage Stress Day-to-Day
Alongside organisational support, small daily actions can have a big impact:
- Take time to recharge through activities that help you feel calm and energised
- Stay connected with people who support you
- Prioritise sleep, both quality and consistency matter
- Take short breaks to reset, even something as simple as stepping outside
- Use breathing techniques to bring your stress response down in the moment
As highlighted in Claire’s guide, small changes can create a big impact over time.
Final Thoughts on Managing Stress at Work
Workplace stress is not something that can be ignored or treated as “part of the job”.
Effective workplace stress management:
- Improves employee wellbeing
- Reduces risk
- Enhances productivity
- Builds a stronger, more resilient organisation
Taking proactive steps now can prevent more serious issues later.
At Crystal HR & Payroll, we regularly see how operational pressure, compliance concerns, and payroll accuracy can contribute to wider workplace stress. Having the right systems and support in place can significantly reduce that burden on internal teams.
Payroll accuracy can contribute to wider workplace stress, particularly when internal teams are stretched or systems aren’t being properly checked.
Download: Stress Management Toolkit
For a more practical, step-by-step approach, you can access Claire’s full guide:
👉 Managing Stress: In the Moment & Beyond
This resource includes:
- The stress bucket exercise
- Practical techniques for individuals and teams
- Guidance for managers supporting stress in the workplace
FAQs: Workplace Stress Management
What is workplace stress?
Workplace stress is the physical and emotional response employees experience when job demands exceed their ability to cope.
What are the main causes of stress at work?
Common causes include workload, lack of control, financial pressure, and poor communication.
What should employers do about workplace stress?
Employers should carry out risk assessments, provide support, manage workload, and encourage open communication.
About the Author
This article was written by Clare Walkeden, founder of Auburn Consultancy, a development coach, consultant and facilitator who works with organisations to improve wellbeing, resilience and performance.
Claire designs and delivers coaching, workshops and learning programmes across SMEs, not-for-profits and larger organisations, helping teams navigate pressure, change and challenge more effectively.
Her approach is evidence-led, combining psychology, wellbeing principles and practical experience to create lasting impact.
Claire is a qualified coach (Diploma in Coaching), Mental Health First Aider, and member of the Association of Coaching.
https://www.auburnconsultancy.co.uk
About Crystal HR & Payroll
Crystal HR & Payroll Ltd provides accurate, compliant payroll services with a dedicated UK-based team. We work closely with trusted partners like Claire to support clients not just with payroll, but with the wider challenges that impact their teams and business performance.
If you’re unsure whether your payroll processes are adding pressure to your team, it’s worth taking a closer look. We regularly help employers identify issues that aren’t obvious on the surface, from data errors to calculation errors, before they become bigger problems.
👉 You can start with a simple review, or speak to us if you’d like a second pair of eyes.
