If stress is not appropriately managed it can lead to more serious mental and physical health issues.

For employers, there is an obligation under the Work, Health and Safety Act 2011 to provide a safe and healthy workplace for all workers.

Limiting and controlling stress can go a long way towards reducing the likelihood of more serious health issues arising further down the line.

Signs of stress

Stress can affect people differently. Common signs of stress include:

• headaches


• nausea


• muscle tension


• chest pains


• low energy


• high blood pressure


• appearing dishevelled.

Tips for employees (workers)

Plan ahead

Staying organised and keeping on top of tasks is a critical means of reducing stress at work.

Use a diary or calendar to plan ahead and avoid feeling overwhelmed when workloads increase.

Talk to your manager (or employer)

Don’t be afraid of stigma—if you feel your work is beginning to cause high levels of stress, speak with your manager or employer.

Spend time doing things you enjoy

While work is an important part of our lives, it is important not to let it consume us.

Outside of work, try to engage in activities that you enjoy, such as sport, reading or catching up with friends.

Stay healthy

Eating well, getting adequate sleep and exercising regularly are some of the most important things we can do to stay on top of our stress levels at work.

Take your lunchbreak

One of the major contributors to stress is employees working through their lunchbreak.

While it may seem unavoidable at times, always try to use your allocated lunchbreak to pause, eat something nutritious and recharge your batteries.

Monitor your overtime

If you feel you are working excessive hours, speak to your manager.

While the National Employment Standards allow for ‘reasonable overtime’ to be worked, the health and safety of an employee are absolutely paramount when determining whether overtime is reasonable.

Use your annual leave

Provided you are following any applicable policy in your workplace, use your annual leave entitlement when you feel you need a break to refresh and recharge.

After all, that is largely what annual leave is designed for.

Get support

If you feel you are struggling, help is available.

Consider speaking to your GP or other relevant health professional.

For crisis support, refer to these relevant contact numbers:

• Lifeline 13 11 14


• Beyond Blue 1300 22 4636

Tips for managers/employers

Be reasonable in your expectations

While every employee is expected to perform to a particular standard—one that positively contributes to the overall functionality of your practice—placing unreasonable or unrealistic expectations on employees can be one of the key triggers of workplace stress.

Demanding excessive overtime, placing an unrealistic deadline on a particular task or repeatedly expecting an employee to perform at a level ‘beyond their pay grade’ can contribute significantly to workplace stress.

Be clear, consistent and unambiguous

Two of the major contributors to stress in the workplace are task ambiguity and information overload.

Task ambiguity is where a worker is uncertain about the job at hand, whether from confusing instructions, lack of direction or lack of training in a particular area of work.

On the other hand, information overload is where employees are fed too much information or expected to adhere to an entirely new and somewhat overwhelming set of procedures or guidelines relating to how they do their job.

Managers need to be aware of the dangers of both and ensure they are clear, consistent and unambiguous when managing their workers.

Involve your workers and keep communication open

Where possible, seek input from your workers on potential changes or major decisions that could affect the workplace.

This will help them to feel more valued and allow them to stay on top of their work.

Similarly, ensure communication channels are open and transparent.

Be alert for any warning signs

Remember, stress is almost inevitable in the majority of workplaces.

Managers therefore need to be alert for any signs of increased stress among their workforce.

This could include employees appearing physically dishevelled or uninterested or being absent from work more than usual.

Create a supportive working environment

Some environments isolate workers from one another and make it difficult for them to receive the encouragement and support of colleagues.

Foster a supportive environment where your staff can share problems and resources.

Having the support of colleagues can help alleviate the negative impact of stress on staff members’ lives.

Be flexible

Many modern workers value non-monetary benefits just as much as financial rewards.

Therefore, providing flexibility (where reasonable) will go a long way towards ensuring your workforce is engaged, while also reducing the likelihood of stress arising.

Do not discriminate

Treating an employee adversely because they are suffering from a mental health condition is prohibited under the Fair Work Act 2009.

This is particularly pertinent if an employee takes a period of absence from the workplace to manage their condition.

Be supportive and work together with your employee (and, if applicable, their treating medical professional) to ensure they return to a safe working environment.

>> The HR in Practice specialist workplace relations and work (occupational) health and safety advisory service is operated by Wentworth Advantage. APA Business Group Premium Principal members can contact the HR in Practice service on 1300 138 954 or hrinpractice@australian.physio or click here to access the full suite of online resources, including those dedicated to wellbeing. For more information about joining the APA Business Group, click here or call 1300 306 622.