Work-related stress is a silent disruptor, often overlooked until its impact becomes damaging and undeniable. Many employees carry the weight of excessive workloads, unclear expectations or a lack of adequate support, leading to declining mental health, reduced productivity and even burnout. Recognising the signs of stress at work early is the first important step to providing timely help, creating a more supportive workplace and improving overall wellbeing.
Our benchmark data highlights this challenge and tells a worrying tale: 36% of employees report struggling to cope with their workload, while 35% feel their employer does not provide sufficient support for their health and wellbeing. So what’s the solution?
While it’s certainly not quick and easy to create a healthy, balanced workplace, it all starts with being mindful and aware of your employees and their mental states. Here’s how you can identify the warning signs of stress at work and take meaningful action.
Read More: Workplace stress statistics you should know
Understanding how stress manifests is the first step to supporting employees. While individual experiences differ, there are consistent signs managers should look for that indicate someone may be struggling.
Stress famously doesn’t just affect the mind — it has very tangible and pronounced physical effects. Employees under chronic stress may experience headaches, fatigue or frequent illness. Watch for colleagues who appear drained or frequently call in sick.
A study by the HSE found that 17 million working days were lost to work-related stress, depression or anxiety in 2022. This statistic really goes to show the physical toll stress takes, translating into significant absences and reduced productivity.
An employee who is usually upbeat but becomes withdrawn, irritable or tearful may be experiencing stress. Persistent and visible anxiety, lack of motivation or mood swings are additional emotional signs. These changes might indicate that someone feels overwhelmed, unsupported or potentially undervalued in their role.
Unsurprisingly, behavioural changes often accompany high levels of stress. Increased lateness, absenteeism or difficulty meeting deadlines can be indicators that someone is struggling. Similarly, a sudden drop in work quality or mistakes when completing tasks could indicate that stress is impairing their ability to focus.
When you’re stressed, it can be a massive drain, causing you to withdraw from not only work, but from your colleagues. A previously social colleague withdrawing from team activities or becoming less communicative might well be overwhelmed. Reduced engagement with peers can signify feelings of isolation or an inability to juggle social interactions alongside work pressures.
Stress can significantly impact cognitive function. Employees may appear more indecisive than usual,they might be forgetful or have difficulty concentrating. They might frequently ask for clarification on tasks or seem confused — indicators that stress is impairing their mental clarity.
Even the way an employee interacts with their workspace can reveal stress. A cluttered desk or unfinished projects piling up could indicate someone is overwhelmed. Conversely, an overly tidy desk may reflect avoidance of more pressing work-related concerns — picking up on signs is easier when you’re familiar with their usual habits.
Failing to address signs of stress at work can have wide-reaching consequences. Stress impacts not only individual performance and employee engagement, but also team dynamics and organisational outcomes. For instance, our benchmark data shows that 32% of employees struggle to balance work and home life, often leading to heightened stress levels. These challenges erode morale, increase absenteeism and can contribute to worsening levels of employee retention.
Employees who feel unsupported may also develop chronic health issues, including cardiovascular problems or mental health disorders, which require longer recovery periods. Addressing stress is not just an investment in employee wellbeing—it is a necessity for business sustainability.
Once you’ve recognised the signs of stress at work, taking the right steps can make all the difference to a healthier workplace.
Here are actionable tools and strategies to support employees:
Encourage regular, honest conversations about workload and mental health. A check-in doesn’t need to be formal — a quick, empathetic chat can make a difference. Create a culture where employees feel safe discussing their challenges without fear of judgment.
Related: 5 components of emotional intelligence in leadership
Conducting regular employee surveys is a great way to monitor stressors in the workplace. Anonymous surveys give employees a safe platform to voice concerns about workloads, workplace culture or lack of support. These insights allow organisations to identify recurring challenges and implement targeted interventions moving forward
For instance, our benchmark data indicates that 32% of employees feel undertrained in their roles — an issue that could be identified and addressed through a survey. Regular surveys also demonstrate that leadership is invested in understanding and addressing employee concerns.
Sometimes employees can find themselves overwhelmed with work, particularly if they’re people-pleasers who keep accepting more work and keep offering to take more on. While this is a lovely sentiment, it can get a bit much over time, and it can ultimately prove detrimental — nobody wants to see anyone burned-out and miserable.
If an employee is struggling, review their tasks and responsibilities. Sometimes, redistributing work across the team or extending deadlines can alleviate pressure. This simple step can have a profound impact on reducing stress levels.
Access to mental health resources, including counselling services or stress management workshops, is an effective way to support employees. Promote these options widely so they are accessible to all.
Our data reveals that 32% of employees feel undertrained for their roles, which can contribute to stress. By investing in professional development opportunities, you empower employees to perform confidently and feel valued.
Encourage taking breaks, leaving work on time and respecting boundaries between work and personal life. Employees who can disconnect effectively are better equipped to manage stress and maintain productivity.
Recognising and addressing the signs of stress at work is only part of the solution. Cultivating a workplace culture that prioritises health and wellbeing requires ongoing effort. Leaders must lead by example, promoting transparency, compassion and a genuine commitment to their teams.
If you’ve observed signs of stress at work and want to make a change, now is the time to act. Start the conversation about workplace stress today and take meaningful steps to build a more supportive work environment with a staff wellbeing survey.
