I’m an industrial disease solicitor, here’s how you can advocate for yourself when experiencing stress at work

Earlier this month, Gallup released a new report showing that almost half of UK employees (46%) experienced stress for much of the previous day, up from 41% in 2024.

Workplace stress remains a widespread issue across the UK, with prevalence varying by sector and workplace demand. In more severe cases, occupational stress can impact an employee’s ability to work, causing sick leave, long-term illness or the decision to leave their workplace.

To mark Stress Awareness Month, Jordan Bell, Head of Industrial Disease at Slater and Gordon shares guidance on how employees can advocate for themselves if they are experiencing work-related stress.

“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,” Jordan explains. “Employers have a clear and unavoidable legal duty to both prevent workplace stress and provide appropriate support when issues arise.”

Jordan advises that the first step for employees who are struggling is to raise their concerns 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.”

Jordan emphasises that any concerns should also be provided in writing. “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 legislation, employers have a legal duty to protect their employees from illness arising as a result of excessive workplace stress. Once concerns are raised by an employee that their job is making them ill, these concerns must be taken seriously, and formal support measures should be introduced.

As Jordan explains, “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.”

However, Jordan acknowledges that, all too often, employees raise concerns, including in writing, with no meaningful action then taken by their employer, very frequently then resulting in an exacerbation of the stress-related symptoms being experienced by the employee. “When a lack of support persists, employees are entitled to raise a formal grievance,” he says.

“There is no doubt that when an employee feels unsupported, frustration and distress can intensify,” Jordan adds. “This may further impair their ability to work and recover.”

“An unsupported or ignored employee who is experiencing the health effects of exposure to an excessively stress working environment should submit a formal complaint to HR. 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.”

Whilst pursuing legal action can be a daunting step, Jordan reassures that employers must be held accountable for failing in their duty of care to their employees in respect of mental health.

“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 says.

“Particularly in high-pressure sectors, such as emergency services, police or the military, stress exposure in the workplace will often be seen as “the norm”. However, 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.

“When an employee is failed by their employer resulting in a diagnosis of a recognised psychiatric illness, such as anxiety, depression or PTSD, that employee is entitled to seek compensation.”

Jordan concludes: “For Stress Awareness Month, 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”