“Stress is now entrenched as the biggest health and safety issue facing working people.”
Context
Paul Nowak, General Secretary of the Trades Union Congress, made the remark as the organisation released findings from its latest biennial survey of union safety representatives. The poll, which gathered responses from more than 2,700 reps across sectors, indicated that stress had become the most consistently reported hazard in workplaces throughout the UK. It ranked above all other risks and was cited as a dominant concern in nearly every region and major industry.
Nowak’s comment followed the publication of the Health and Safety Executive’s figures for 2024 and 2025, which recorded almost a million workers reporting stress, depression or anxiety. The data also showed that 22 million working days were lost because of these conditions. The TUC argued that many employers had failed to meet legal duties to assess psychosocial risk, and that workloads and staffing levels continued to push employees to breaking point.
The TUC has called for stronger enforcement of existing law, additional funding for the regulator and better consultation with safety representatives. Nowak said the findings reinforced the need for employers to act with urgency rather than rely on individual resilience or short-term fixes.
Meaning
Nowak’s statement pointed to a fundamental change in how risk is experienced at work. Traditional hazards such as manual handling or physical injury remain present, but the prevalence of stress has overtaken them and has become embedded within everyday working life. The words “now entrenched” captured the scale of the issue and implied that it is no longer a temporary consequence of economic pressure or changing job demands.
 |
Get our essential daily HR news and updates. |
The quote also suggested that burnout and chronic overload are not isolated problems but part of a wider pattern caused by structural decisions. By drawing attention to the failure to assess stress risks, Nowak indicated that many organisations may be treating wellbeing as discretionary rather than as a statutory matter. This reframed stress as both a legal and cultural concern, not just an individual experience.
Implications
Employers will need to examine workloads, staffing models and job design in a more comprehensive way. Nowak’s remarks implied that standard practices are no longer sufficient and that organisations must take preventative steps rather than rely on support after the fact. That includes assessing risks, consulting representatives and implementing measures that reduce strain before harm occurs.
The findings also raised questions about long-term sustainability. High stress levels can weaken retention, reduce engagement and affect productivity, and the HSE figures highlight the economic impact when employees are unable to work. Many organisations may need to review their absence management systems, training for managers and escalation routes for staff who report pressure or fatigue.
Nowak’s comment further connected the issue to developments in employment law. He said the implementation of the Employment Rights Act would be important for creating workplaces where people feel protected and respected. His statement presented stress as an outcome of wider employment conditions and as a signal that fair treatment, clear expectations and safe working patterns can no longer be treated as optional.
