It鈥檚 World Mental Health Day and this year鈥檚 focus is on workplace mental health.

We spoke to members of our Workplace Division for their reaction and advice on our recent therapists鈥� survey finding1 that 鈥榳ork stress鈥� is one of the top reasons for an increasing number of people seeking therapy.

Proactive support is best

Nicola Neath, an accredited integrative psychotherapist and trainer working in higher education and private practice, says:

鈥淚deally organisations should be proactive in their support for staff. It鈥檚 vital that organisations have open environments with clear process and procedures, as well as trained managers who understand workplace stress and how (and when) to refer to skilled counsellors.鈥�

鈥淭hey need to understand the potential causes of stress so they can either ameliorate the reasons as well as support staff. Unfortunately, there will be times that stressful situations can鈥檛 be avoided, such as redundancies or organisational changes.

Sue Christy, a counsellor in private practice and a Group Crisis Intervention Specialist, advises managers to be familiar with the support services on offer.

鈥淚t鈥檚 great that we have all these support services, like Employee Assistant Programmes etc. but I always advise managers to call the services themselves to really know what sort of help is available and what to expect.

鈥淭his level of understanding and familiarity will encourage staff to take up the support on offer.鈥�

Maintain clear boundaries

Andy Price, a counsellor who co-runs a GP counselling service and works as a sessional counsellor for a local charity, Platform for Life, says:

鈥淓mployers need to set clear boundaries to allow employees to take time off without checking email/texts etc. These days lots of people鈥檚 phones are synced with work so they can鈥檛 help seeing updates during evenings, weekends and even when they鈥檙e on holiday.

鈥淪taff need to be encouraged to keep clear boundaries, so they have chance to switch-off and relax.鈥�

Sue agrees but thinks we need to take personal responsibility sometimes:

鈥淣ot all companies insist on everyone being always switched on, but many people struggle to not look. It can become almost addictive.鈥�

The importance of active listening

Julie Hughes, co-Director to and an EMDR accredited trauma therapist, believes active listening is hugely important in helping manage workplace stress.

鈥淐olleagues can help each other by listening and providing support when needed. Sometimes a friendly ear and a chat can be just what someone needed, before things get to a crisis point.鈥�

Andy agrees: 鈥淎ctive listening can help employees feel valued. Sometimes this can override negative feelings about pay or workloads. Feeling like you鈥檝e been really heard and listened to can help people manage their stress better.鈥�

Stress is normal

Sue says: 鈥淪tress is inevitable 鈥� that鈥檚 the reality. So, it鈥檚 important to have the right support available and know what helps and what works.

鈥淔or example, some people will appreciate therapy and find it helpful. But others may find being referred to an exercise programme a better way to manage their stress.鈥� 听

However, Nicola says staff need to know when their stress goes beyond a reasonable amount.

鈥淪taff need to understand when their stress levels are becoming alarming and they鈥檙e working beyond a healthy point. This isn鈥檛 good for the individual, team or the organisation.鈥�

鈥淓mployers must empower staff to recognise their own limits and feel able to speak up when they need a break. Positive intervention and self-care are the best ways to keep people healthy and working to their best ability.鈥�

Self-care isn鈥檛 a luxury

鈥淪elf-care isn鈥檛 a luxury,鈥� says Nicola, 鈥淲e don鈥檛 think filling the car with petrol is an extra treat. We fill it up, so it works. It鈥檚 the same with people.鈥�

Sue agrees and says that in her experience she reminds people that they鈥檙e human and considering their wellbeing isn鈥檛 weak, it鈥檚 a necessary part of a healthy life.

鈥淲e all have limits and it鈥檚 ok to feel stressed and get help. Employers have a legal duty of care towards their staff. And we have a duty to ourselves to manage our stress and seek help when we need it.鈥�

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References

1 All figures are from a survey of our members. Total sample size was 2,600 therapists. Fieldwork was undertaken between August and September 2024. The survey was carried out online.