07/04/2026
By Dr Julia Lyons, Principal Clinical Lead (Private Medical Insurance) at Onebright.
April marks Stress Awareness Month, a national campaign dedicated to raising awareness about the causes and impacts of stress and helping people find practical ways to manage it.
The theme for Stress Awareness Month 2026 is #BeTheChange, a call to action that reminds us even small, everyday choices can improve our health and create a more supportive environment around us.
Often in the workplace, the changes that help people feel safer, supported and able to perform at their best are not large structural reforms, but consistent, thoughtful adjustments to how work is organised and how people are supported.
At the same time, it’s important to recognise that for some employees, workplace stress can become more serious and may require professional support such as clinical assessment or structured psychological therapy.
Understanding stress
Stress is a natural psychological and physical response to pressure. In manageable amounts, it can help us stay focused, motivated and responsive to challenges. However, when stress becomes chronic or overwhelming, it can begin to affect a person’s mental health, physical wellbeing and ability to function at work.
Common signs that stress may be becoming problematic include:
If left unaddressed, prolonged stress can increase the risk of mental health conditions such as anxiety or depression.
At Onebright, this pattern is reflected in the individuals seeking clinical support. Two-thirds (67%) of diagnoses made through Onebright assessments relate to anxiety, depression or stress, highlighting how common these experiences are when people reach a point where professional help is needed.
Research also suggests that stress is widespread across the UK workforce. Mental Health UK’s Burnout Report 2026 found that nine in ten adults (91%) experienced high or extreme levels of pressure or stress over the past year.*
Stress vs burnout
While the terms are often used interchangeably, stress and burnout are not the same thing. Stress typically involves feeling overwhelmed or under pressure, but people experiencing stress may still feel motivated or hopeful that circumstances will improve.
Burnout tends to develop after long-term, unresolved stress and is characterised by emotional exhaustion, detachment from work and a reduced sense of professional effectiveness.
Put simply, stress can feel like ‘too much to manage,’ whereas burnout often feels like ‘having nothing left to give.’ Recognising the difference is important, as burnout can require more structured support.
The hidden cost of workplace stress
Work-related stress is not only a personal challenge, it also has a measurable impact on organisations.
According to UK research, one in five workers have taken time off sick due to poor mental health caused by stress, particularly affecting the younger working population, with 39% of workers aged 18 – 24 reporting they had taken time off work due to stress-related mental health issues.
However, the cost of stress extends beyond absence. Many employees continue working while struggling with high stress levels, a phenomenon known as presenteeism. When individuals feel unable to take time off but are not functioning at their best, productivity, concentration and decision-making can all suffer.
The same burnout report highlights the ongoing gap between awareness and action in workplaces. Only around one in four employees (27%) feel their organisation genuinely prioritises and supports mental health.
Over time, this can lead to reduced performance, increased mistakes and lower morale across teams. Presenteeism can cost organisations more than absenteeism, making early support and prevention particularly important.
How employers can support employees experiencing stress
The #BeTheChange theme highlights that small actions can have a powerful cumulative effect on wellbeing.
For employers and HR teams, this often means creating an environment where psychological safety, open conversation and access to support are embedded in everyday working culture.
Practical steps organisations can take include:
Managers play an important role in normalising discussions about stress and workload. When employees feel able to raise concerns early, challenges can often be addressed before they escalate.
Chronic stress is often linked to unrealistic demands or a lack of clarity about priorities. Regularly reviewing workload and job design can help ensure employees are able to perform their roles sustainably.
Workplace adjustments alone are sometimes not enough. Employees experiencing persistent stress may benefit from structured clinical support such as psychological assessment, cognitive behavioural therapy (CBT), counselling or other talking therapies.
Many organisations offer initial support through Employee Assistance Programmes (EAPs), which provide confidential advice, guidance and emotional support for employees who may be struggling. EAPs can act as an important first step, helping individuals seek help early and signposting them to further clinical support where needed.
Managers are often the first to notice changes in behaviour or performance. Providing training on recognising and responding to early signs of stress can help organisations intervene sooner and support employees more effectively.
Encouraging regular breaks, respecting boundaries around working hours and promoting flexible working where possible can help employees maintain healthier stress levels over time.
Turning awareness into action
Stress is an unavoidable part of modern life, but chronic stress should never be seen as an inevitable part of work. Stress Awareness Month offers organisations an opportunity to reflect on how they support employee wellbeing and identify meaningful ways to improve it.
The message behind this year’s theme is simple. Meaningful change often starts with small actions. Opening conversations about stress, reviewing workplace pressures and ensuring employees can access professional support when they need it can make a significant difference.
Original Article: HR News
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