Stress at work can have a significant impact on an employee's mental and physical health, as well as their performance, behavior, and relationships with colleagues. The CIPD's latest Health and Wellbeing at Work survey shows that mental ill health accounts for 57% of absences from work, with long-term absences and stress-related absences accounting for 38%. This poses a real risk to companies from a financial and cultural perspective.

As an employer, you have a legal obligation to safeguard your employees from exposure to stress at work. You need to be aware of the causes of stress, which can include workload, management style, bullying and harassment, a lack of consideration for disabilities, and non-work factors such as financial worries and bereavement.

Prevention is better than cure, and investing in good management practices to address issues of stress at work is more effective than facing complaints and litigation. A "people matter' culture can have a significant benefit to a business. It's always good practice to have internal policies and procedures in place to tackle stress at work. You could consider offering an employee assistance program (EAP) service, flexible working patterns, and regular staff surveys. Ensure that line managers have received training so that they know what to do when faced with a stress-related issue at work.

It's important to not ignore stress-related issues and to look at ways to support your employees practically. You can signpost them to internal and external sources of help and consider carrying out a specific risk assessment. Signs to watch out for include a decline in performance, uncharacteristic errors, absences from work, and absenteeism.

In my practice as a lawyer, I often see employers either too worried to ask questions or ignoring the issue. A simple "how are you?' and 'is there anything I can do to help?' can often go a long way.

Remember, as an employer, you are responsible for your employees' health and safety at work. If you become aware of an issue that is causing you stress, it is your legal duty to take steps to assess and address the problem. Let's work together to create a culture where people matter.