Work-related stress is one of the most common causes of sickness absence in the UK, affecting employee wellbeing, productivity, and overall business performance. Beyond its human impact, stress at work also carries legal implications. Under UK health and safety law, employers must assess the risks of stress just as they do for physical hazards.
This blog explains how to carry out a stress risk assessment; from identifying sources of stress and recording findings, to implementing controls and reviewing progress. It is written from an employer’s perspective, providing practical steps to help you meet your legal obligations and protect your workforce.
At Kingfisher Professional Services, we support employers in developing robust stress-risk assessment frameworks. Through tailored consultancy, training, and policy development, we help you manage work-related stress effectively, remain compliant, and promote a healthy workplace culture.
The Legal & Organisational Framework for Stress Risk Assessment
Legal obligations for UK employers
UK employers have a legal duty of care to protect employees from work-related stress under the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999. These laws require all employers to carry out “suitable and sufficient” risk assessments, including those relating to stress.
The Health and Safety Executive (HSE) makes it clear: employers must assess the risk of stress at work and take action to reduce it. If you employ five or more people, you are legally required to record your findings. Failing to assess or act can result in enforcement action, increased sickness absence, and reputational harm.
The HSE “Management Standards” approach
The HSE’s Management Standards provide a practical framework for managing stress risks, focusing on six key areas of work design:
- Demands – workload, work patterns, and environment.
- Control – how much say employees have in how they work.
- Support – the resources, encouragement, and training available.
- Relationships – addressing conflict, bullying, and poor communication.
- Role – clarity about job roles and responsibilities.
- Change – how organisational change is communicated and managed.
Following these standards helps demonstrate compliance with your legal duties and strengthens employee wellbeing. For business owners and HR leaders, adopting this structured approach offers clear evidence of “reasonable steps taken” and contributes to reduced sickness absence and improved morale.
Step-by-Step: Conducting a Stress Risk Assessment
Preparation and planning
Assign responsibility for conducting the assessment, typically involving HR, line managers, and health and safety representatives. Consult employees early to build engagement and ensure accurate insights.
Decide whether you will conduct team-level assessments, individual assessments, or both. Team assessments identify common pressures, while individual assessments help address specific cases or reported concerns. Define the scope, tools (such as surveys or focus groups), and timeline.
Identifying sources of stress (the “hazards”)
Use the six HSE Management Standards as a checklist:
- Demands: excessive workload, tight deadlines, or long hours.
- Control: lack of autonomy in how work is done.
- Support: poor supervision, inadequate training, or lack of resources.
- Relationships: bullying, conflict, or poor communication.
- Role: uncertainty or conflicting responsibilities.
- Change: poorly managed restructures or unclear communication.
Gather evidence through absence data, turnover rates, exit interviews, surveys, and conversations. Line managers should play a key role, as they often see early signs of stress.
Evaluating the risk & deciding who might be harmed
Determine which employees or teams are most at risk, such as those in high-pressure roles or undergoing organisational change. Evaluate both likelihood and severity of harm, and prioritise areas where intervention is most needed. Document findings clearly using a simple risk matrix.
Recording the findings & implementing controls
Record the outcomes in writing if you employ five or more staff. Include the hazards identified, those affected, existing controls, and any additional measures required. Assign responsibilities, deadlines, and review dates.
Practical interventions might include:
- Demands: redistribute workload, ensure adequate breaks.
- Control: involve employees in task planning.
- Support: provide training and regular one-to-ones.
- Relationships: introduce mediation or anti-bullying procedures.
- Role: clarify job descriptions and expectations.
- Change: communicate regularly and provide transition support.
Monitoring & review
Stress risk assessments should be reviewed regularly, particularly after organisational changes or if trends like rising absence emerge. Use feedback and incident data to measure effectiveness and update control measures as needed.
Practical Tools: Templates, Checklists & Forms
Employers can use practical tools to make the process straightforward and evidence-based.
Team Risk Assessment Template: includes sections for each of the six HSE areas, a description of risks, those affected, existing controls, and action owners.
Individual Risk Assessment Form: captures an employee’s specific stressors, agreed support actions, and review timelines. Essential for return-to-work cases or reported stress.
Checklist for HR/EHS Managers:
- Clear contracts and job descriptions.
- Line managers trained in stress recognition.
- A written stress policy communicated to staff.
- Recorded assessments (if 5+ employees).
- Data monitoring (absence, turnover, feedback).
- Regular reviews and updates.
Line-Manager Conversation Guide: “Thanks for meeting. I’ve noticed some signs of stress and wanted to check how things are going. What challenges are you facing right now, and how can we support you?”
Accurate record-keeping – including notes, assessment forms, and action logs – provides vital evidence that reasonable steps were taken to protect employee wellbeing.
Common Pitfalls & How to Avoid Them
- Generic surveys only: Avoid relying solely on questionnaires. Engage employees through discussions and focus groups.
- Failure to record findings: Employers with five or more employees must document their assessment.
- Ignoring warning signs: Rising absence or turnover should trigger review, not dismissal as “part of the job.”
- Focusing only on individuals: Stress often arises from organisational issues like workload or poor communication.
- No follow-up: Without monitoring progress, improvements are lost.
Good practice includes training line managers, embedding stress risk assessments into existing H&S audits, and maintaining a clear stress policy aligned with the HSE Management Standards.
Stress Risk Assessment and Business Benefits
A well-conducted stress risk assessment delivers more than compliance. It supports employee wellbeing, reduces sickness absence, and strengthens productivity. For HR and safety leaders, it provides evidence for board reporting and inspection readiness.
Proactive stress management contributes to better retention, engagement, and morale – turning compliance into a strategic advantage. Embedding these frameworks with the help of Kingfisher ensures consistency, credibility, and measurable improvement.
How Kingfisher Professional Services Can Help
Kingfisher Professional Services provides end-to-end support for managing work-related stress and meeting legal obligations.
Our services include:
- Reviewing and updating stress policies in line with HSE Management Standards.
- Delivering workshops and training for HR and line managers on identifying and managing stress.
- Providing ready-to-use templates, checklists, and forms for team and individual assessments.
- Offering outsourced consultancy for ongoing monitoring and support.
- Conducting audits and risk assessments to evaluate compliance and recommend improvements.
We help businesses move beyond box-ticking, embedding a proactive culture that reduces risk, improves wellbeing, and demonstrates compliance with HSE expectations.
Conclusion
UK employers are legally required to assess and manage work-related stress risks – not only to meet compliance standards but to protect the wellbeing of their people. Using the HSE Management Standards provides a clear and effective framework.
When done well, stress risk assessments help prevent absence, support employee engagement, and strengthen organisational resilience. They also provide vital evidence of “reasonable steps taken.”
For tailored advice, training, or a full review of your stress-risk management process, contact Kingfisher Professional Services for expert support and practical solutions.