Quick help
Use these buttons to reach trusted official information.
Understanding work and mental health
Work can support wellbeing, but pressure, uncertainty or an unhealthy workplace can also affect mental and physical health.
Work may provide
Work-related difficulties may contribute to
Workplace stress
Workplace stress can develop when work demands feel greater than a person’s available time, resources, control or support.
Excessive workload
Too many tasks, unrealistic deadlines or constant pressure can become difficult to manage.
Lack of control
Little influence over duties, working methods, hours or decisions can increase stress.
Poor support
Lack of management support, unclear instructions or inadequate training may affect confidence.
Conflict and bullying
Workplace conflict, bullying, harassment or discrimination can seriously affect wellbeing.
Long or irregular hours
Long shifts, night work and limited recovery time can affect sleep and physical health.
Remote-working isolation
Working alone may reduce social contact and make it harder to separate work from home life.
Emotional signs of work stress
- Feeling overwhelmed, anxious, irritable or frustrated
- Low mood, loss of motivation or reduced confidence
- Feeling isolated, negative or unable to switch off
Physical signs of work stress
- Headaches, muscle tension or digestive problems
- Sleep difficulties, fatigue or increased heart rate
- Changes in appetite or using alcohol, smoking or other substances to cope
Signs visible at work
- Difficulty concentrating, making decisions or completing tasks
- More mistakes, lateness or sickness absence
- Presenteeism — continuing to work while too unwell to function effectively
- Avoiding tasks, meetings or communication
Employers and work-related stress
Employers have health and safety duties to assess and act on risks from work-related stress. HSE guidance explains how organisations can identify stress risks and take practical action.
Getting support for workplace stress
Early support can help prevent stress becoming more severe.
Speak to your manager
Explain the work factors affecting you and discuss practical changes that may help.
Occupational health
An occupational health assessment may suggest adjustments, support or a return-to-work plan.
Employee Assistance Programme
Some employers provide confidential counselling, advice or short-term support.
GP support
A GP or other healthcare professional can discuss symptoms, treatment and fitness for work.
NHS Talking Therapies
In England, many adults can refer themselves for support with anxiety and depression.
Union or workplace representative
A representative may help you understand procedures, meetings and workplace rights.
Burnout
Burnout describes physical, mental and emotional exhaustion linked to prolonged pressure or stress.
Emotional symptoms
- Emotional exhaustion
- Feeling detached or cynical
- Loss of motivation
- Feeling ineffective or hopeless
Physical symptoms
- Chronic fatigue
- Sleep problems
- Headaches or muscle aches
- Frequent illness
Cognitive symptoms
- Mental fog
- Poor memory
- Difficulty concentrating
- Reduced decision-making ability
Recovery and support may involve
Redundancy worries and job insecurity
Fear of losing work can affect finances, housing, confidence, relationships and future plans.
Common emotional reactions
- Anxiety, stress or shock
- Sadness, anger or grief
- Uncertainty about the future
- Reduced confidence or self-worth
- Sleep or concentration problems
These feelings may begin before a final redundancy decision is made.
Practical steps
- Check your redundancy rights and employer procedure
- Seek financial or benefits advice early
- Update your CV and begin exploring opportunities
- Maintain routines and contact with supportive people
- Seek mental health support if symptoms are becoming difficult to manage
Returning to work after illness
Returning after physical illness, mental health difficulties, surgery, burnout or long-term absence can bring both hope and anxiety.
Phased return
Hours or duties may increase gradually while confidence and stamina rebuild.
Reduced or flexible hours
Temporary or ongoing changes may help manage fatigue, treatment or caring responsibilities.
Home or hybrid working
Where suitable, reduced travel or a quieter environment may support recovery.
Temporary duty changes
Workload, targets or particular duties may be adjusted during recovery.
Additional breaks
Short, planned breaks may help with medication, anxiety, pain, fatigue or concentration.
Return-to-work plan
A written plan can record agreed support, review dates and responsibilities.
Talking to your employer
You may wish to discuss:
- What parts of the job are difficult at present
- What support or adjustments may help
- A gradual return and regular review meetings
- Whether occupational health advice would be useful
You do not generally need to disclose every private detail. Focus on how your health affects work and what support you need.
Mental health leave, sick leave and fit notes
Mental health conditions can affect a person’s fitness for work in the same way as physical illness.
Sick leave
- Employees can take sick leave for mental or physical health reasons.
- Follow your employer’s sickness reporting procedure.
- A fit note is usually required after more than seven calendar days of sickness.
- Company sick pay may be different from Statutory Sick Pay.
Fit notes
A fit note may state that you are:
- Not fit for work, or
- May be fit for work if suitable changes can be agreed.
Fit notes can include advice about hours, duties, workplace adaptations or a phased return.
Mental health rights at work
Some long-term mental health conditions may meet the legal definition of disability under the Equality Act 2010.
Equality Act protection
A condition may be treated as a disability where it has a substantial and long-term negative effect on normal day-to-day activities. This depends on the impact of the condition, not only its diagnosis.
Discrimination
Workers should not be treated unlawfully because of disability or a protected characteristic.
Harassment
Unwanted behaviour connected to disability may amount to unlawful harassment.
Victimisation
A worker should not be punished for raising or supporting a discrimination complaint.
Reasonable adjustments
Employers may have a duty to remove or reduce disability-related disadvantages.
Reasonable adjustments
Adjustments are changes intended to remove or reduce a disadvantage related to disability or health.
Flexible hours
Changes to start times, finish times or work patterns.
Home working
Remote or hybrid working where the role and circumstances allow it.
Quiet workspace
A lower-stimulation area or permission to use suitable equipment.
Changes to duties or targets
Redistribution, prioritisation or temporary changes to particular tasks.
Support meetings
More regular check-ins, clearer instructions or a named support person.
Phased return
A gradual increase in hours, workload or responsibilities following absence.
What is reasonable depends on the individual, the disadvantage, the role, practicality, cost and the employer’s circumstances.
Workplace bullying, harassment and discrimination
No one should have to tolerate intimidation, humiliation, unlawful harassment or discrimination at work.
Possible steps
- Keep a factual record of incidents, dates, witnesses and messages
- Check the employer’s bullying, dignity-at-work or grievance procedure
- Speak to a manager, HR, union representative or trusted colleague
- Raise an informal or formal concern where appropriate
- Seek ACAS or legal advice promptly because legal time limits may apply
Protect your wellbeing
- Seek support from your GP or counselling service
- Avoid responding while highly distressed
- Ask for communication or meeting adjustments if needed
- Request a companion at formal meetings where the rules allow
- Keep important evidence somewhere secure
Access to Work
Access to Work is a government scheme that may provide practical support where a disability or health condition affects work.
Mental health support
Specialist support may sometimes be available to help a person remain in or return to work.
Workplace coaching
Support may help with organisation, communication, confidence or managing barriers.
Equipment and technology
Funding may be available for approved specialist equipment or software.
Communication support
Support workers, interpreters or communication assistance may be considered.
Travel support
Help with travel may sometimes be available where public transport is not accessible.
Workplace assistance
Other practical support may be considered according to eligibility and assessed need.
Self-employment, freelancing and gig work
People outside traditional employment may face different pressures and may not have access to workplace HR or occupational health.
Income uncertainty
Variable income and late payments can create ongoing anxiety.
Isolation
Working alone may reduce social contact and informal support.
Always available
Client pressure and digital communication can make it difficult to switch off.
Blurred boundaries
Working from home can make work and personal life difficult to separate.
Lack of rest
People may avoid time off because there is no paid leave or cover.
Administrative pressure
Tax, accounts, insurance and contracts may add to workload.
Ways to protect wellbeing
- Set working hours and communication boundaries
- Schedule regular breaks and annual leave where possible
- Use professional or peer networks to reduce isolation
- Seek financial or debt advice before problems escalate
- Use NHS, GP and talking therapy support when needed
Unemployment, job searching and mental health
Being out of work can affect routine, income, confidence, identity and social connection.
Helpful approaches
- Create a realistic daily routine
- Set manageable job-search goals
- Take breaks from applications and rejection
- Keep contact with supportive people
- Use careers, benefits and training support
Official support
- Find a Job service
- National Careers Service in England
- Benefits and Universal Credit information
- Jobcentre Plus support
- Local training and skills services
When to seek professional help
Consider getting support where work-related stress is persistent, worsening or affecting daily life.
Persistent anxiety
Constant worry, panic symptoms or fear connected to work.
Depression
Low mood, hopelessness, withdrawal or loss of interest.
Sleep difficulties
Ongoing insomnia, nightmares or exhaustion affecting functioning.
Reduced functioning
Difficulty managing work, home life, caring or basic daily tasks.
Relationship difficulties
Stress causing repeated conflict, withdrawal or isolation.
Thoughts of self-harm
Seek urgent help if you feel unable to keep yourself safe.
Urgent mental health support
Seek urgent help if you feel unable to keep yourself safe, have thoughts of suicide or self-harm, are in severe emotional distress, or believe someone is in immediate danger.
Immediate danger
Call 999 or attend A&E if there is an immediate risk to life or safety.
Urgent mental health help
Call NHS 111 and select the mental health option where available.
Talk to someone
Samaritans can be contacted free on 116 123 at any time.
Frequently asked questions
Can I take sick leave for mental health?
Yes. Mental health difficulties can be a valid reason for sickness absence. Follow your employer’s reporting procedure and seek healthcare advice where needed.
Do I need a fit note?
Employees usually need a fit note after being unwell for more than seven calendar days. Before this, employers normally use self-certification.
Does my employer have to agree to every adjustment?
No. The duty is to make adjustments that are reasonable in the circumstances. Employers should properly consider requests and explore suitable alternatives.
Do I have to tell my employer my full diagnosis?
You may need to provide enough information for your employer to understand the effect on work and consider support, but you do not normally have to disclose every private detail.
What should I do if work is making me unwell?
Consider speaking to your manager, HR, occupational health, union, GP or ACAS. Record the work factors affecting you and the support you have requested.
Can Access to Work help with mental health?
It may provide approved workplace support depending on eligibility and assessed need. Check the official scheme information before applying.
Key message
Work-related stress, burnout, redundancy concerns and mental health difficulties can affect anyone. Seeking support early can help prevent problems becoming more severe.
The NHS, employers, occupational health services, ACAS, the Health and Safety Executive and UK Government programmes provide information and support to help people stay well, recover and remain supported in work.
Your health matters. Fair treatment matters. Asking for support matters.
Right First Time UK — helping people understand systems, access support and find the right help first time.