As Mental Health Awareness Week commences business experts at Liquidation Centre are urging employers to take action to help their employees in this respect. The company note that one in five UK employees has taken time off due to poor mental health, while searches for “how to handle stress at work” have soared by an astonishing 250 per cent over the past month. In addition, the UK workforce ranks among Europe’s least engaged and most emotionally burdened, with nearly two-fifths (41 per cent) of workers reporting workplace stress.
To help, Liquidation Centre has 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.
- 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.
- 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.
- 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 help lower tension, anxiety and fatigue by 38 per cent.
- 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.
- 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.
“Global employee engagement fell to just 21 per cent in 2024 – a concerning shift, marking only the second drop in more than a decade,” said Richard Hunt, director at Liquidation Centre.
“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,” he added. “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.”
