Toolbox Talks
This Toolbox Talk aims to raise awareness of stress, its potential effects on health and performance, and how to recognise and manage it both personally and within the workplace.
Complete your details to reveal and download the Understanding and Managing Stress Toolbox Talk
Stress is the body’s natural response to pressure. A small amount of pressure can be positive and help us perform well. However, when pressures become excessive or prolonged, they can cause harm to physical and mental health.
The Health and Safety Executive (HSE) defines stress as:
“The adverse reaction people have to excessive pressures or other types of demand placed on them at work.”
Stress may show itself through a combination of physical, emotional, and behavioural indicators:
If left unmanaged, these signs can escalate and result in work-related ill health or long-term absence.
Ideal for team briefings, training sessions, or your health & safety records.
Use our practical checklist to reinforce safe working practices or read the full article for deeper guidance and legal context.
Stress is not a sign of weakness — it is a natural human response to pressure. Recognising it early and taking appropriate action helps maintain wellbeing, morale, and safety at work.
Always consult your GP if you are concerned about your health.
Your Questions Answered
Work-related stress is the adverse reaction people experience when workplace pressures become excessive or prolonged. Normal levels of pressure can help people stay motivated and productive, but when demands exceed someone’s ability to cope, it becomes harmful to their physical and mental health.
Managers should watch for changes in behaviour, performance or mood — such as withdrawal, irritability, increased mistakes, missed deadlines, fatigue or frequent short-term absences. Physical symptoms like headaches or digestive issues may also be early indicators.
Typical triggers include excessive workloads, unrealistic deadlines, lack of control in the job, poor communication, conflict, job insecurity and changes at work. Personal issues, such as financial worries, can also spill over into work and exacerbate stress levels.
Employers have a legal duty under the Health and Safety at Work etc. Act 1974 to protect employees from harm — including stress-related ill health. They should assess stress risks, take reasonable steps to reduce them, and create an environment where employees feel comfortable raising concerns.
Employees should raise concerns with their line manager, HR or a trusted colleague as early as possible. They should also review workload pressures, take regular breaks, maintain a healthy work–life balance and seek professional support through their GP or any wellbeing services available.
Managers can hold open conversations, review workloads, check whether expectations are clear, offer flexibility where possible, and ensure employees have the right resources to do their job safely. They should also signpost individuals to appropriate support, such as HR, wellbeing services or occupational health.
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