Workplace Stress Risk Assessments
Protecting your people. Strengthening your organisation.
At pause… we understand that workplace stress is more than an individual issue — it’s an organisational risk. Left unaddressed, it can lead to burnout, absence, reduced productivity, and long-term mental health challenges.
That’s why we offer Employee Stress Risk Assessments — a structured, evidence-based process that helps organisations identify pressures in the workplace, reduce risks, and put meaningful support in place.
Our approach includes:
Confidential assessments – one-to-one conversations with employees to explore workplace pressures.
Evidence-based tools – structured frameworks to measure stress levels and risk factors.
Clear reporting – practical insights and recommendations for leaders and HR teams.
Tailored interventions – strategies to strengthen resilience and improve organisational wellbeing.
Compliance and care – supporting your duty under the Health and Safety at Work Act and HSE’s Stress Management Standards.
Why it matters
Reduces sickness absence and turnover.
Improves staff wellbeing and engagement.
Demonstrates a proactive duty of care.
Builds a healthier, more resilient workforce.
Show your employees that their wellbeing isn’t just acknowledged — it’s actively protected.
Contact us to find out how stress risk assessments can safeguard your organisation and your people.
FAQ’s - Questions your employees might ask about the process
What is the purpose and scope of the Stress Risk Assessment?
The purpose of the Stress Risk Assessment is to identify any work-related stressors, assess potential risks to wellbeing, and consider appropriate risk controls or adjustments where necessary. The scope is limited to occupational stress factors and their impact on health and functioning at work; it is not a clinical assessment nor an investigation into conduct or performance.
Who will the assessment and any resulting report be shared with?
Any report produced will focus on workplace risk factors and recommended control measures. It will be shared only on a need-to-know basis, typically with HR and/or Occupational Health, to enable appropriate action to be considered. Personal or sensitive disclosures are handled proportionately and with confidentiality in mind. The report would normally be sent back to you first to look over and state if you are happy for this to be shared with any such personnel, such as HR.
Is the assessment conducted independently from any potential existing/ ongoing grievance process?
Our Stress Risk Assessments are conducted independently from any grievance processes. It will not form part of the grievance investigation, nor is it used to determine outcomes within that process. Its sole purpose is to address health, safety, and well-being considerations.
Will the content be shared with my line management or retained within HR / Occupational Health?
Information is not routinely shared directly with line management. Where relevant, high-level recommendations (for example, temporary adjustments or risk controls) may be communicated via HR or Occupational Health without unnecessary detail, in order to support implementation while maintaining confidentiality.
How will the assessment outcomes be used (for example, to inform temporary adjustments or risk controls)?
Outcomes may be used to inform reasonable, proportionate measures such as temporary adjustments, workload considerations, or other risk controls aimed at reducing stress exposure. The assessment is preventative and supportive in nature, in line with the employer’s duty of care under health and safety legislation .
I hope this provides reassurance and clarity. Our intention, like yours, is for the process to be constructive, proportionate, and aligned with the current processes in place.