Lee Hawker: International Stress Awareness Week – businesses can no longer ignore mental health

In the fast-paced world of modern business, where the lines between personal and professional life continue to blur, the mental health of employees is often the overlooked cost of productivity. Workplace stress, anxiety, burnout, and an increase in alcohol and drug use are not just affecting individuals; they are eroding the very foundation of companies. This International Stress Awareness Week (5th-9th November), it’s time for businesses to recognise that employee well-being isn’t a “nice-to-have” — it’s essential for long-term success.

Businesses have been slow to adapt to the growing mental health crisis in the workplace. Too many employers still treat mental health as a peripheral issue. But the reality is, it’s central to everything. Stressed and burnt-out employees cannot perform at their best, and when mental health issues go unaddressed, they can quickly escalate into substance misuse, absenteeism, or worse.

The Invisible Burden of Stress

The statistics are alarming. According to the Health and Safety Executive, stress, depression, or anxiety accounts for 57% of all working days lost due to ill-health in the UK. Many employees feel that work demands are increasing, while their ability to cope is decreasing. Longer working hours, remote work, and constant connectivity mean that stress is no longer confined to the office. It’s everywhere.

The psychological toll of never switching off is enormous, people are working longer hours, often in isolation, and many turn to alcohol or drugs as a way to escape. These aren’t just personal issues; they’re workplace issues. Managers need to understand that mental health and substance use are interconnected.

Alcohol and Drug Use: A Silent Crisis

While the pandemic introduced more flexible working conditions, it also amplified existing mental health challenges. A recent study found that one in five employees admitted to drinking alcohol while working from home. And while some may see this as harmless, it reflects a much larger issue: workers are using substances to manage stress, anxiety, and burnout.

As someone who has worked in the field of addiction recovery for many years, I’ve seen first-hand how work-related stress can drive people to use alcohol or drugs as a coping mechanism. This isn’t something employers can afford to ignore. It’s not about blame; it’s about support and early intervention.

Practical Solutions: What Businesses Can Do

While raising awareness of mental health is crucial, real change only happens when businesses commit to creating supportive and open environments. So, how can businesses take meaningful steps to safeguard their employees’ mental health?

Open the Dialogue

The stigma around mental health still lingers in many workplaces, making it difficult for employees to speak up. Employers need to create an environment where mental health is openly discussed, just like physical health. It starts with leadership being transparent and encouraging conversations about stress and well-being.

Spot the Warning Signs

Managers must be trained to recognise the early signs of stress, anxiety, or substance misuse in their teams. Often, it’s not about someone showing up intoxicated at work, it’s more subtle: missing deadlines, disengagement, mood swings. These are red flags that should not be ignored.

Offer Real Support

Offering Employee Assistance Programs (EAPs), access to confidential counselling, and flexible work arrangements are vital tools for helping employees manage stress. You can’t expect employees to function at their best when they’re drowning in personal issues. Give them the tools and support to cope.

Rebuild a Healthy Culture

Beyond individual support, the broader workplace culture needs attention. Are workloads manageable? Are deadlines realistic? Building a healthy workplace culture is about creating balance. Work can’t always be easy, but it should never be so overwhelming that people feel trapped.

Substance Use Policies: Punitive or Supportive?

One of the most sensitive areas for businesses is how to handle substance misuse. Many employers have policies, but they often focus on punishment rather than support. This approach needs to change. It’s not about policing employees, it’s about creating pathways for those who are struggling to get help without fear of losing their job. A punitive approach only drives the problem underground.

Addiction doesn’t develop in isolation. It’s linked to stress, trauma, and mental health challenges. By offering support rather than punishment, businesses can not only save employees’ careers but often their lives.

The Role of Managers in Preventing Burnout

Managers play a pivotal role in addressing these issues. They are the first line of defence when it comes to spotting signs of burnout or substance use. However, many managers lack the training or confidence to have difficult conversations about mental health.

Managers don’t have to be mental health experts, but they do need to know how to listen, how to spot when something’s wrong, and how to direct people towards the help they need. Encouraging a work-life balance, offering mental health days, and ensuring that employees don’t feel overwhelmed are key responsibilities.

Looking Ahead: The Business Case for Well-Being

Some business leaders may question the financial return of investing in mental health initiatives, but the evidence is clear. A mentally healthy workplace is a more productive one. Research shows that for every pound spent on mental health interventions, businesses see a return of £5 due to reduced absenteeism, increased productivity, and lower staff turnover.

Investing in mental health isn’t just the right thing to do; it’s also the smart thing to do. If we want to build businesses that can thrive in the future, we need to look after the people who are building them.

Turning Awareness into Action

This International Stress Awareness Week, businesses have an opportunity to reflect on the role they play in their employees’ well-being. It’s time for workplaces to move from raising awareness to taking concrete action.

Employees are the backbone of any organisation. Their mental health should never be an afterthought. By creating supportive, open environments and offering real resources to manage stress and substance use, businesses can foster a culture that not only cares but thrives.

References

• Health and Safety Executive (HSE). (2023). Work-related stress, anxiety or depression statistics in Great Britain, 2022/23. Retrieved from https://www.hse.gov.uk/statistics/causdis/stress.pdf
• Institute of Alcohol Studies. (2022). Alcohol consumption during the COVID-19 pandemic. Retrieved from https://www.ias.org.uk
• Mental Health Foundation. (2023). Mental Health in the Workplace Report. Retrieved from https://www.mentalhealth.org.uk/publications/mental-health-workplace
• Deloitte UK. (2020). Mental health and employers: The case for investment – pandemic and beyond. Retrieved from https://www2.deloitte.com/uk/en/pages/consulting/articles/mental-health-and-employers-the-case-for-investment-pandemic-and-beyond.html