One in five UK employees has taken time off due to poor mental health, as searches for “how to handle stress at work” soared by an astonishing 250% over the past month.
In fact, the UK workforce ranks among Europe’s least engaged and most emotionally burdened, with nearly two-fifths (41%) of workers reporting workplace stress.
In honour of Mental Health Awareness Week this week, business experts at Liquidation Centre are urging employers to take action and have shared six practical strategies to help tackle employee stress and build a healthier, more supportive workplace.
- Give employees more autonomy over how they work
Micromanagement breeds stress, and trust is the antidote. One of the most effective ways to support employee wellbeing is by giving people greater freedom in how they work. That could mean flexible hours, hybrid work setups, or letting teams choose the tools and processes that suit them best. Even simple changes like setting ‘core hours’ for collaboration while allowing flexibility around start and finish times, can make a big difference. When people feel ownership over their time, they’re more engaged, more motivated, and far better equipped to thrive.
- Make ‘Mental Health Days’ a no-questions-asked policy
Just like we take sick days for colds or the flu, employees should feel empowered to take time off for their mental wellbeing, without guilt or scrutiny. It’s about creating a workplace culture where mental wellbeing is just as important as physical health. Equip managers with the tools to encourage this practice and trust your team to use it responsibly. When mental health days are treated as a vital part of the work-life balance, they not only help prevent burnout but also contribute to a more productive workplace.
- Train teams on stress reduction techniques
One-off seminars won’t cut it. Invest in ongoing, interactive training that teaches employees practical skills like box breathing, mindfulness journalling, and progressive muscle relaxation. Host lunchtime ‘mental fitness’ sessions, engaging workshops, or run challenges like a 7-day gratitude journalling streak. Companies that weave these into their daily work life see higher uptake and more sustainable results. Pro tip: Encourage senior leaders to get involved – their visible participation not only sets a positive example but also reinforces the legitimacy of these initiatives.
- Think about workplace design that soothes, not stress
Your office layout can either drain your team’s energy or recharge it. Harsh lighting, noisy open-plan spaces, and uninspiring décor can elevate stress and reduce focus. Studies reveal that adding plants can helplower tension, anxiety and fatigue by 38%. Consider a biophilic design by bringing in natural light and greenery into your workspace. Set up quiet zones with comfortable seating and acoustic booths for deep work or mental resets. For remote workers, consider providing wellness allowances for ergonomic home setups or additional items like air purifiers to show you care truly about their wellbeing.
- Create clear, accessible paths to support
Support systems only work if people know it’s there and feel safe using it. Whether it’s an EAP (Employee Assistance Programme), in-house mental health champions, or access to external therapists, visibility is important. These resources need to be clearly signposted and regularly brought to people’s attention. Don’t let them fade into the background after onboarding – use multiple channels to build regular, low-key reminders into your culture. Share quick links in internal newsletters, pin information in Slack channels, or add a ‘Get Help’ button to your company’s HR platform.
- Clarify roles to reduce ambiguity
A major – and often overlooked – cause of stress is not knowing what’s expected. When roles or responsibilities are vague, it creates anxiety, second-guessing, and wasted energy. Employers should regularly review job descriptions, align responsibilities with evolving business needs, and ensure employees understand their reporting lines and performance metrics. Implement tools like RACI charts (Responsible, Accountable, Consulted, Informed) to map out decision-making roles, and hold regular check ins to clear up any grey areas. When people know what success looks like, they feel more confident and in control.
Richard Hunt, director at Liquidation Centre commented on the current state of workplace burnout:
“Global employee engagement fell to just 21% in 2024 – a concerning shift, marking only the second drop in more than a decade. The steepest declines were seen among young managers under 35 and female leaders – the very people who motivate teams, drive performance, and bridge the gap between leadership and employees.
This dip isn’t just a people issue – it’s an economic warning. Disengagement cost the global economy $438 billion in lost productivity last year alone. When engagement drops to pandemic-era lows, it signals a deeper misalignment between how people work and what they need to thrive. Shrinking teams, shifting priorities, and constant technological advancements are putting frontline leaders under immense strain.
Organisations need to act fast to re-energise their people, and that starts with transparent communication, greater autonomy, and a genuine investment in psychological wellbeing. Engagement isn’t just a number – it’s a mirror reflecting whether a business is built to last and thrive in the long run.”
For more information visit https://liquidationcentre.co.uk/
