Identify the risk
Look beyond symptoms to the work demands, behaviours, systems and changes that may be creating harmful pressure.
Individual and organisational assessments • HSE Management Standards • Confidential support • UK-wide
Safety Inspectors UK
Stress Risk Assessments Identify the pressures. Control the risk.
Work-related stress is not controlled by a wellbeing poster or an app. We identify the pressures, working conditions and management factors creating risk—then turn the findings into practical actions your business can implement and review.
- Individual or team assessment
- Confidential consultation
- Prioritised action plan
The principle
Support the person. Control the risk.
Your duty as an employer
Stress must be managed like any other workplace risk.
HSE states that employers have a legal duty to protect workers from stress at work by carrying out a risk assessment and acting on it. Where five or more workers are employed, the significant findings must be recorded.
Involve your people
Consult the affected employee or workforce, listen to their experience and test assumptions against the available evidence.
Control and review
Agree realistic changes, assign responsibility, monitor whether they happen and review whether the risk has reduced.
Built around current guidance.
Our approach reflects HSE guidance on work-related stress and its Management Standards, together with Acas guidance on individual stress risk assessments.
Two assessment routes
The right scope for the problem in front of you.
A business-wide concern and an employee reporting stress require related—but different—approaches. We help you choose a proportionate route and connect the findings where both are needed.
Organisational Stress Risk Assessment
For employers who need to understand stress risks across a business, department, team, site or role group.
- Workforce and management consultation
- Review against the six HSE Management Standards
- Relevant evidence and trend review
- Prioritised organisational improvement plan
Individual Stress Risk Assessment
For a specific employee who has reported work-related stress, returned after an absence or needs an individual plan.
- Confidential one-to-one consultation
- Specific work causes, concerns and existing controls
- Practical management recommendations
- Actions, communication and review arrangements
The HSE framework
Six areas of work design that can drive stress.
The HSE Management Standards provide a recognised structure for identifying and managing the workplace conditions associated with poor health, lower productivity and increased absence.
Demands
Workload, deadlines, work patterns, environment and whether expectations are achievable with the available time and resources.
Control
How much say people have over the way they work, including pace, methods, breaks and decisions affecting their tasks.
Support
Information, resources, encouragement and practical help provided by managers, colleagues and the organisation.
Relationships
Positive working, conflict management and the prevention of unacceptable behaviour, bullying and harassment.
Role
Whether people understand their responsibilities and are protected from incompatible, unclear or conflicting expectations.
Change
How organisational change is planned, explained, consulted upon and supported before, during and after implementation.
Evidence, not assumption
We investigate what is happening—not what management hopes is happening.
A policy may say workloads are reasonable, communication is open and managers are supportive. The assessment tests whether that is true in practice.
The evidence considered depends on the scope and size of the business. It may include confidential discussions, existing surveys, sickness absence, overtime, turnover, grievances, complaints, incidents, workload information, role changes and previous actions.
Confidentiality without secrecy
Sensitive personal information is protected, while management still receives enough clear evidence to understand the risk, make decisions and implement controls.
How it works
From concern to controlled action.
Every stage is designed to produce decisions—not leave the employer with a report and no clear next step.
Define the scope
We confirm the concern, people involved, available evidence and whether the assessment is individual, organisational or both.
Listen and examine
We consult the relevant people confidentially and review how the work is organised and managed in practice.
Evaluate the risk
Findings are assessed against the relevant work factors and the six HSE Management Standards.
Agree controls
We recommend practical measures, priorities, responsible persons, timescales and communication arrangements.
Review the result
The plan is checked to confirm actions happened and whether they have reduced the identified risk.
Support is valuable
But support is not the same as prevention.
An Employee Assistance Programme can support someone experiencing stress. It cannot make an excessive workload achievable, resolve bullying or clarify a conflicting role.
Good stress management combines appropriate individual support with changes that address the work-related causes. Where medical capability or treatment advice is needed, occupational health, a GP or another suitable healthcare professional may form part of the wider process.
Help the person
- Regular manager check-ins
- Employee Assistance Programme
- Occupational health input
- Temporary flexibility or adjustments
- Return-to-work support
Control the risk
- Reduce or redistribute excessive demands
- Clarify roles, priorities and authority
- Improve resources, training and supervision
- Address conflict and unacceptable behaviour
- Plan and communicate change properly
Independent, practical support
A clearer picture for the employee—and the employer.
We support SMEs, professional services, motor trade, manufacturing, construction, care, education, retail and multi-site organisations throughout the UK.
Many individual assessments can be completed remotely. Team or organisational assessments may combine remote consultation with an on-site visit where the work, environment or management arrangements need direct examination.
Discuss your assessmentConfidential employer support
Request a stress risk assessment
Tell us about your organisation and the type of support you may need. We will confirm the scope and the safest way to share any confidential information.
Please protect employee confidentiality.
Do not include names, diagnoses, medical details or allegations in this initial enquiry. We will agree an appropriate confidential process with you.
Straight answers
Stress risk assessment FAQs
Does an employer legally need to assess work-related stress?
Yes. HSE states that employers have a legal duty to protect workers from stress at work by assessing the risk and acting on the findings. If five or more workers are employed, the significant findings must be recorded.
When is an individual stress risk assessment appropriate?
Acas advises that an individual assessment should be completed when an employee says they are experiencing work-related stress. It may also support a return to work, changing duties or a review of existing controls.
What is the difference between individual and organisational assessment?
An individual assessment focuses on one employee's work factors and controls. An organisational assessment looks for risks affecting a team, department, site or workforce. Sometimes both are necessary.
Is a stress risk assessment a medical or mental-health diagnosis?
No. It evaluates workplace hazards and controls. Medical diagnosis, treatment and clinical capability advice sit with appropriate healthcare or occupational health professionals.
Can the assessment be completed remotely?
Individual assessments can often be completed remotely. Organisational work may also start remotely, with an on-site visit where the workplace, operations or management arrangements need direct examination.
Does providing an EAP satisfy the employer's duty?
An EAP can be valuable support, but it does not replace risk assessment or controls addressing workload, low control, poor support, conflict, role uncertainty or badly managed change.
What if some of the stress originates outside work?
Personal circumstances may affect how someone experiences pressure, but the employer should still identify and control work-related factors. Appropriate flexibility or support may also be considered without requiring the employee to disclose unnecessary personal information.
Who remains responsible for implementing the actions?
The employer remains responsible for managing the risk and implementing suitable controls. Safety Inspectors UK provides independent assessment, evidence and practical recommendations to support those decisions.
Independent. Confidential. Actionable.
Stop guessing what is causing the pressure. Assess it properly.
Safety Inspectors UK Ltd provides workplace health and safety assessment and recommendations. This service is not counselling, medical diagnosis, treatment or emergency mental-health support. The employer retains responsibility for decisions and implementation. Anyone needing urgent medical or crisis support should use the appropriate healthcare or emergency service.