Actions to support staff who feel stressed

Line managers play a vital role in preventing and managing work-related stress. The University’s Policy for the Prevention and Management of Work-Related Stress outlines our commitment to creating a healthy working environment and supporting staff who may be experiencing stress.

Here’s how you can support your team effectively:

Be alert to changes in behaviour, mood, or performance that could indicate stress. Frequent short-term absences, withdrawal, irritability, or difficulty concentrating may be signs.

Visit What is stress? for more guidance.

Don’t wait until someone is struggling. Build wellbeing into everyday conversations—especially during regular 1:1s. 

For example:

“You haven’t seemed yourself lately—how are things going?”

“There’s a lot happening—how are you managing?”

Follow up and check in again later. Proactive, empathetic conversations help build trust and can prevent issues esc

If a team member is off work due to stress or a related mental health concern:

Follow the Absence Management Policy.

Refer to Occupational Health (OH) if they are off for more than two weeks with work-related stress or a related mental health condition.

Treat mental health like physical health—with care, support, and clear plans.

• Show concern – demonstrate genuine care for their wellbeing. Create a safe space for open conversation.
• Signpost support – check that they are aware of support available, including the Employee Assistance Programme (EAP). This includes help with issues outside work (e.g. housing, finances, family)
• Encourage urgent help if needed - if someone expresses overwhelming thoughts or feelings, including thoughts of self-harm or harming others, encourage them to get urgent help.
• Assess and manage the risks – Complete an Individual Stress Risk Assessment with the employee if:
  • the stress appears to be work-related
  • stress is impacting their ability to carry out their role
  • they are returning from a stress-related absence (this may also be recommended by Occupational Health following a referral)
• Use the risk assessment to:
  • explore potential work-related causes of stress
  • identify and agree on practical adjustments (e.g. to workload, tasks, deadlines) 
  • put in place clear actions to reduce pressure and support recovery
• Encourage self-care – encourage individuals to take up support options, such as counselling via the Employee Assistance Programme or some of the other tools and resources available in Tips for managing personal stress.

Keep in regular contact and review how things are going. Use check-ins to:

• monitor whether agreed actions or adjustments are making a difference.
• show ongoing care and support.
• make any further changes if needed.

If the situation doesn’t improve/concerns persist despite adjustments, discuss the option of a referral to Occupational Health to gain additional support and guidance.

Conducting an Individual Stress Risk Assessment - There are e-learning modules available for managers - Stress Management: Supporting Individuals and individuals - participating in an Individual Risk Assessment.

You can also:

• speak to your People Manager.
• consider making a referral to Occupational Health.  
• use the free EAP management consultancy helpline.