Stress and Work Related Stress

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Stress & Work-Related Stress in Schools

Work-related stress is one of the biggest health issues facing education staff in the UK. It not only affects individual wellbeing but can impact the whole school. Tackling stress is not just a “nice to have”;  it’s a legal duty for employers.

What is Work-Related Stress?

The Health and Safety Executive (HSE) defines stress as:

“The adverse reaction people have to excessive pressures or other types of demand placed on them.”

Stress is not simply being busy or challenged. It occurs when demands outweigh the ability to cope, and it can cause serious mental and physical health problems, such as:

• Anxiety and depression

• Fatigue and burnout

• Headaches, digestive issues, heart problems

• Reduced concentration and performance

Your Employer’s Legal Duties

In the UK, employers have a legal obligation to protect employees from harm, including harm to mental health caused by work-related stress. The main legal framework includes:

The Health and Safety at Work Act 1974

• Section 2 places a duty on employers to ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.

• This duty includes mental health as well as physical safety.

Management of Health and Safety at Work Regulations 1999

• Employers must assess risks to health and safety - this explicitly includes stress-related risks.

• They must take action to remove or reduce those risks.

Equality Act 2010

• In cases where stress leads to a mental health condition that meets the definition of a disability, employers have a duty to make reasonable adjustments.

• Stress can also sometimes be caused by a lack of reasonable adjustments for other disabilities. 
  
  

HSE’s Management Standards for Work-Related Stress

The Health and Safety Execuitive (HSE) has identified six key areas that, if not managed well, are likely to cause work-related stress:

1. Demands - workload, work patterns, and work environment.

2. Control - how much say a person has in the way they do their work.

3. Support - encouragement, sponsorship, and resources from colleagues and management.

4. Relationships - avoiding conflict and dealing with unacceptable behaviour.

5. Role - whether people understand their role and responsibilities.

6. Change - how organisational change is managed and communicated.

Employers should use these standards to assess and address workplace stress risks.

Stress in the Education Sector

In schools, stress can be driven by:

• Excessive workload and marking expectations

• Inspection and accountability pressures

• Challenging pupil behaviour and lack of support

• Staff shortages and cover demands

• Poor communication and management practices

• Unmanageable deadlines and conflicting priorities

In 2024, EIS Research, as part of the Stand Up For Quality Education Campaign, found that excessive workload and unmanagable hours strongly corrolated with job satisfaction and work related stress.

What You Can Do as a Health & Safety Rep

• Consult members regularly about workload and stress.

• Familiarise yourself with CEC's Stress Management Policy and User Guide

• Encourage members to request a CEC Individual Stress Risk Assessment and Develop a Stress Action Plan in line with guidance

• Ask members to consider if a Team Stress Risk Assessment and Action Plan would be appropriate (example).

• Push for preventative measures such as realistic timings in WTAs / School Calendars and consult members on these.

• Escalate unresolved issues to the Local Association if you require support.