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‘Strexit’- dealing with workplace, stress, depression and anxiety

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Published 17 January 2019

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Ever had to deal with a toxic work environment? Being undermined? A lack of support? Working to tight deadlines under pressure? One can only assume this would resonate quite strongly with Theresa May at present. In a wider context however, these issues are of course all factors which can lead to workplace stress.

A report published by HSE states that in 2021/22 work-related stress, depression or anxiety accounted for 51% of all work-related ill health. This figure is significant and has prompted an increasing number of businesses to look at ways in which they can adapt their working practices to promote positive mental health in the workplace. Such action is encouraging, although for some businesses, sadly there remains a culture of misunderstanding and misperception around this issue.

With the prospect of a no-deal Brexit looming, employers and employees alike will be wondering what the future holds. As the situation (hopefully) becomes clearer over the coming months, businesses may need to make strategic decisions about their future. In doing so, it is important not to forget about the impact this will have on employees. In cases where organisational change may be on the cards, employers should seek to consult and engage with employees as matters develop and provide employees with access to relevant support. Above all, communication is key!

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Shorter Reads

‘Strexit’- dealing with workplace, stress, depression and anxiety

Published 17 January 2019

Associated sectors / services

  • Employment law for employees

Authors

Ever had to deal with a toxic work environment? Being undermined? A lack of support? Working to tight deadlines under pressure? One can only assume this would resonate quite strongly with Theresa May at present. In a wider context however, these issues are of course all factors which can lead to workplace stress.

A report published by HSE states that in 2021/22 work-related stress, depression or anxiety accounted for 51% of all work-related ill health. This figure is significant and has prompted an increasing number of businesses to look at ways in which they can adapt their working practices to promote positive mental health in the workplace. Such action is encouraging, although for some businesses, sadly there remains a culture of misunderstanding and misperception around this issue.

With the prospect of a no-deal Brexit looming, employers and employees alike will be wondering what the future holds. As the situation (hopefully) becomes clearer over the coming months, businesses may need to make strategic decisions about their future. In doing so, it is important not to forget about the impact this will have on employees. In cases where organisational change may be on the cards, employers should seek to consult and engage with employees as matters develop and provide employees with access to relevant support. Above all, communication is key!

Associated sectors / services

  • Employment law for employees

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