A new wave of findings from the Trades Union Congress (TUC) has revealed a staggering reality: Britain is facing a national crisis of work-related stress.
In its 15th biennial survey of over 2,700 safety representatives, the TUC found that four in five (79%) union reps now identify stress as the single most pressing hazard in the workplace.
This figure marks the highest level ever recorded, eclipsing all other workplace risks. Despite the scale of the issue, data suggests that many employers are failing to recognise, let alone mitigate, the dangers of an overworked workforce.
A Crisis Across Every Sector
The survey highlights that stress is not confined to a single industry; it is a leading concern across all regions and sectors in the UK. However, the public and voluntary sectors are bearing the heaviest burden:
| Sector |
Percentage of Representatives Citing Stress |
| Central Government |
80% |
| Education |
74% |
| Voluntary Sector |
71% |
| Health |
68% |
| Local Government |
66% |
Unmanageable workloads follow closely as the second biggest concern, cited by 60% of representatives. Many believe that these impossible demands are pushing employee mental health to a breaking point.
Workload follows closely behind, cited by 60% of representatives, many of whom say that unmanageable demands are pushing stress to unprecedented heights.
The Gap in Risk Assessment
The Health and Safety Executive (HSE) 2024–25 statistics reinforce this outlook. As work-related stress, depression, or anxiety cases surged from 776,000 in 2023 to 964,000 in 2024, resulting in 22.1 million working days lost.
Despite these figures, the TUC notes a dangerous “assessment gap”:
- Two-thirds of representatives are unaware of any formal stress risk assessments being conducted by their employers.
- Employers are frequently ignoring legal duties to identify and reduce psychological risks.
Paul Nowak, TUC General Secretary, states, “These findings expose a growing national crisis; no worker should find themselves lying awake at night from stress. Too many employers are ignoring the law and piling impossible workloads onto staff.”
“Workers are burning out, and they are paying with their health. Employers and managers need to do more to identify and reduce risks and to provide support to employees struggling to cope.”
Understanding the Impact: When is it “Too Much”?
A little day-to-day pressure is natural, but prolonged stress combined with a lack of sleep creates a “multi-dimensional” health risk.
If you are struggling, it is crucial to prioritise your health over your performance. You must follow the vital next steps:
- Speak to your GP: Documenting your mental health with a medical professional is the most important first step.
- Confide in Management: Before an issue escalates, calmly discuss your concerns with a trusted colleague or manager. While employers cannot diagnose stress, they can provide internal support or adjustments if you professionally disclose the challenges you are facing.
- Keep a Record: If you later consider a legal claim, having a detailed record of the issues raised can be useful. If you feel as though you have tried to bring them to your employer’s attention and are still suffering from stress at work, we would be happy to discuss the matter further with you.
The TUC’s Call to Action
The TUC is calling on the government to strictly enforce current laws that mandate workplace stress assessments and to bolster HSE funding for more rigorous inspections.
Beyond legislative action, the union body is demanding that employers tackle the root causes of burnout by reducing workloads and ensuring safe staffing levels.
Crucially, they are advocating for workplace violence and harassment to be classified as formal health and safety hazards that must be reported to the HSE.
Do I have a claim?
Employers are legally required to protect staff physical and mental well-being. Prolonged stress can lead to serious health issues, prompting compensation claims in county courts if an employer fails to mitigate known risks.
Common claims include:
-
Bullying & Harassment: Physical/verbal abuse or discrimination.
-
Operational Failures: Lack of training or excessive workloads.
-
Rights & Policies: Denial of breaks/appointments or unfair rule enforcement.
-
Neglect: Failing to accommodate disclosed mental health conditions.
What are the criteria for a stress at work claim?
You must legally prove that you have not only suffered workplace stress, but that the stress meets the clinical criteria for a recognised psychiatric condition.
If so, you would be able to claim compensation known as general damages, receiving compensation for the pain and suffering you have endured as a result of the negligence.
If the symptoms meet the criteria, the court uses guidance called the Judicial Studies Board Guidelines (JCG) as a starting point, which considers the following:
- The injured person’s ability to cope with life and work.
- The effect on the injured person’s relationships with family, friends, and those with whom he or she comes into contact.
- The extent to which treatment would be successful.
- Future vulnerability
- Prognosis
- Whether medical help has been sought
Frequently asked questions:
How do I make a claim?
Before pursuing a claim, obtaining initial legal advice is crucial. Oakwood Solicitors Ltd offers a free assessment to evaluate the merits of your claim.
Consider the potential health impacts of litigation, as it can be stressful and may exacerbate psychiatric conditions. While the outcome may be financial compensation, many cases settle out of court, potentially leaving questions unanswered.
Medical professionals may advise that moving forward with a claim could delay recovery from illness. Ultimately, the decision to proceed should be made by you, in consultation with medical guidance. If you choose to proceed, the team will provide detailed process information.
How long do I have to make a claim?
Claims for psychiatric injury are subject to strict time limits, and you must have commenced proceedings within 3 years of your date of knowledge that you have suffered an injury as a result of work-related stress.
Usually, we advise that this time limit runs from the first time you seek medical advice from your GP, but the limitation is assessed on a case-by-case basis.There may also be separate allegations that can be made under the Protection from Harassment Act 1997. Such allegations would be subject to a 6-year limitation period.
If you are unsure about your own time limit, we would be happy to advise you on whether we can support you with a claim.
How much is my claim worth?
The section of the Judicial Studies Board Guidelines (JCG) covering psychiatric injury claims has four compensation brackets:
- Severe: The most extreme of cases, where the outlook for someone’s recovery is extremely poor (£54,830.00 – £115,730.00).
- Moderately severe: Symptoms amount to a disability affecting someone’s life in a permanent or long-standing way, preventing a return to comparable employment (£19,070.00 – £54,830.00).
- Moderate: Symptoms have affected daily life, work, and relationships, but where medical evidence opines that good progress towards recovery will be made by the time of trial. The extent to which treatment will assist recovery, alongside future vulnerability to relapse, is also assessed (£5,860.00 – £19,070.00).
- Less severe: Usually where the duration of symptoms is less than twelve months, and the extent to which the symptoms have affected someone’s daily activities and sleep is low level (£1,540.00 – £5,860.00).
Most cases of this nature fall within the moderate or moderately severe categories. The court considers similar trialled cases to determine where a case may fall regarding the compensation bracket.
- Post-Traumatic Stress Disorder (PTSD) cases: the court has additional separate guidance from the above.
- Special damages Can cover out-of-pocket expenses such as lost earnings, travel, medication, and treatment costs, etc.
Claims for both past and anticipated future losses can be made. This list is not exhaustive and is very case-specific.
Why use Oakwood Solicitors Ltd for my stress at work claim?
Claims for psychiatric injury arising from work-related stress are an extraordinarily complex area of law. At Oakwood Solicitors Ltd, we have a dedicated and specialised team to help you.
With the majority of the team qualifying for mental health (a TQUK Level 2 Certificate in Awareness of Mental Health Problems), we fully appreciate the difficulties those suffering from a mental health condition at work may face, particularly in the case of workplace stress.
Whether it’s an ongoing or a historic issue, we are here to help and will carry out a free initial assessment with no obligation to take a claim forward.
Further information:
Psychosocial risks and mental health at work.
Stress is a ‘major hazard’ according to union reps.
Work-related stress is found to be the top workplace hazard.
TUC – Record levels of work-related stress in Britain’s workplaces.
When might I need (or consider) legal help regarding workplace stress? An employee checklist.
WHAT TO DO NEXT
If you have been impacted by stress at work and want to pursue a legal claim, get in touch today for a no-obligation consultation.
Choose one of the methods on the right-hand side of this page, or call us on 0113 360 1233 to find out how we can help you.
Jessica Rowson started as a Paralegal at Oakwood Solicitors in July 2010, qualifying as a Solicitor in September 2013. Following her qualifying as a Solicitor, Jessica established a niche department …
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