By Amy McKeown, above, expert in workplace health and mental health strategy
As we mark the 20th anniversary of the Health and Safety Executive (HSE) Stress Management Standards, there’s a renewed spotlight on how small and medium enterprises can prioritize workplace stress management. These standards, first introduced in 2004, set a benchmark for identifying, managing, and mitigating stress-related risks in the workplace. Alongside the emergence of ISO 45003, the first international standard on psychological health and safety at work, there’s now a robust framework for SMEs to adopt a proactive, structured approach to stress management.
In an era where mental health awareness is more critical than ever, these standards offer a roadmap for building supportive, resilient workplaces, even in resource-constrained environments typical of many SMEs. Here’s a deep dive into the impact of the HSE standards, the role of ISO 45003, and practical steps for SMEs looking to improve mental health and wellbeing within their teams.
The HSE Stress Management Standards: A 20-Year Legacy
In 2004, the HSE Stress Management Standards were introduced to provide a comprehensive framework for tackling work-related stress. Based on six primary “risk factors” associated with stress—Demands, Control, Support, Relationships, Role, and Change—these standards are designed to help employers identify and address the root causes of workplace stress systematically.
For two decades, the HSE standards have set a foundational guideline, enabling UK organizations to reduce stress and create healthier environments. This approach has driven a significant cultural shift, promoting a preventive rather than reactive stance toward mental health at work.
The six factors that make up the HSE standards remain highly relevant today:
- Demands– Involves understanding and managing workload, work patterns, and the work environment.
- Control– Refers to employees’ autonomy and influence over their work.
- Support– Concerns the resources and encouragement provided by the organization.
- Relationships– Focuses on fostering positive working relationships and minimizing conflict.
- Role– Ensures clarity around employees’ roles and responsibilities.
- Change– Manages how organizational changes are communicated and implemented.
In particular, Demands and Control are highly pertinent for SMEs, where limited resources often mean employees wear multiple hats, leading to elevated stress levels. Additionally, because SME teams are typically small and collaborative, addressing the Relationships factor can help maintain a positive, respectful workplace, which is essential for morale and productivity.
The Emerging Role of ISO 45003 in Psychological Health and Safety
In 2021, the International Organization for Standardization (ISO) introduced ISO 45003—the first global standard for managing psychological health and safety in the workplace. This standard builds on the foundation set by the HSE Stress Management Standards but takes a more holistic approach by covering all aspects of psychological health, including factors like burnout, anxiety, and organizational culture. ISO 45003 is particularly valuable for SMEs as it provides a structured, evidence-based framework for addressing mental health that can be scaled up or down based on an organization’s size and resources.
ISO 45003 focuses on the same core principles as the HSE standards but expands to include:
- Leadership and Worker Participation– Recognizing the critical role that leadership plays in setting the tone for workplace mental health.
- Planning and Evaluation– Incorporating systematic planning and risk assessments related to psychological health.
- Continuous Improvement– Emphasizing regular evaluation, feedback, and adjustments to enhance workplace wellbeing over time.
For SMEs, ISO 45003 offers a practical, actionable roadmap to build on the foundation laid by the HSE standards. SMEs adopting this standard can systematically manage psychological health risks, enhance employee engagement, and create a workplace culture that prioritizes mental health.
Why Stress Management Matters for SMEs
In SMEs, where every employee’s contribution is essential, work-related stress can have outsized impacts. Stress doesn’t just affect individual wellbeing; it also influences team productivity, morale, and retention—all of which are crucial for SMEs aiming to remain competitive and innovative. Addressing workplace stress effectively can yield several advantages:
- Improved Productivity: When employees are stressed, their focus and motivation suffer. A stress-resilient workplace enables employees to perform at their best.
- Reduced Turnover: High turnover is costly, and SMEs often rely on close-knit teams. A supportive work environment helps retain valuable talent.
- Enhanced Reputation: SMEs that prioritize employee wellbeing can build a strong employer brand, which is increasingly important as jobseekers prioritize mental health and wellbeing.
Practical Steps for SMEs to Implement HSE Standards and ISO 45003 Principles
While large corporations may have extensive resources for mental health programs, SMEs can still make meaningful changes with a modest budget. Here’s how SMEs can adopt the HSE and ISO standards in practical, budget-friendly ways.
- Conduct a Stress Risk Assessment
The first step is to identify and understand the sources of stress within the organization. Using the HSE Stress Management Standards as a guideline, SMEs can conduct a simple stress risk assessment to gauge current stress levels. This can be done through:
- Employee Surveys: Short, confidential surveys help identify common stressors.
- Focus Groups: Small group discussions can provide deeper insight into employee concerns.
- One-on-One Check-Ins: Regular check-ins allow managers to address stress-related issues on an individual basis.
Once potential stressors are identified, SMEs can prioritize the areas that require immediate attention.
- Set Up a Clear Support System
Support is one of the key factors in both HSE and ISO frameworks. SMEs can create a supportive culture by implementing:
- Peer Support Programs: Encourage peer support, where employees can talk openly and help one another.
- Access to Mental Health Resources: Many affordable options are available, such as mental health apps, online counselling services, or partnerships with local wellness organizations.
- Manager Training: Provide basic mental health awareness training for managers, enabling them to recognize stress indicators and offer support when needed.
- Promote Flexibility and Autonomy
Employees who have some control over their work schedules and tasks generally report lower stress levels. SMEs can promote autonomy by:
- Offering Flexible Work Options: Allow remote work, flexible hours, or compressed workweeks where possible.
- Empowering Employees in Decision-Making: Involve employees in setting deadlines and making decisions, particularly in areas that impact their roles. This can increase engagement and reduce stress associated with feeling powerless.
- Establish Clear Communication Around Roles and Responsibilities
Role clarity is essential to managing stress. When employees understand their responsibilities, they are better equipped to manage expectations. For SMEs, this means:
- Defining Roles and Responsibilities Clearly: Outline each role’s core tasks and make sure team members understand how their work fits into broader organizational goals.
- Conducting Regular Check-Ins: Schedule periodic check-ins to ensure employees are aligned with their roles and feel adequately supported. Any role adjustments or additional tasks should be communicated clearly and with context.
- Prepare for and Manage Change Effectively
Changes—whether structural, operational, or procedural—can be particularly stressful for employees in smaller teams where any adjustment has a big impact. To manage change effectively:
- Involve Employees Early: Encourage employee involvement in planning phases when possible, allowing them to ask questions and contribute insights.
- Communicate Transparently: Keep employees informed throughout any change process. Whether positive or challenging, transparency helps to build trust and reduce anxiety.
- Provide Support During Transitions: Ensure resources are available to support employees, such as additional training or temporary adjustments in workload.
- Foster Positive Working Relationships
Building a respectful, cooperative team culture is critical for SMEs, where each employee’s role is highly interconnected. Here’s how to promote positive relationships:
- Encourage Team Building: Regular team activities, even simple ones like coffee breaks or virtual catch-ups, can strengthen connections and boost morale.
- Address Conflicts Proactively: Establish a clear process for addressing conflicts, emphasizing respect, active listening, and a collaborative approach to problem-solving.
- Recognize Contributions: Acknowledge and celebrate individual and team achievements regularly. Recognition can improve morale and reduce stress.
The Path Forward: Adopting a Holistic Approach to Workplace Wellbeing
The HSE Stress Management Standards and ISO 45003 provide complementary frameworks that allow SMEs to address workplace stress in a comprehensive, structured way. By focusing on these standards, SMEs can create a workplace where employees feel valued, supported, and empowered.
As we celebrate 20 years of the HSE Stress Management Standards, it’s evident that workplace wellbeing is no longer optional—it’s essential. Adopting these standards doesn’t just enhance employee wellbeing; it strengthens the organization, leading to a more productive, engaged, and resilient workforce.
For SMEs, the journey to a healthier workplace may require gradual steps, but the benefits—both for the business and its people—make it a worthwhile investment in long-term success.
Amy McKeown offers strategic consulting, mentorship and training to organisations and individuals on all aspects of creating and implementing a workplace health and mental health strategy. Book now onto ‘Do Workplace Health Right’ Live 2025, her flagship three- month practical skills programme. Starting January 2025 this offers practical, simple and structured content on how to create and implement workplace strategies covering global best practice and other international standards and frameworks. This global programme includes learning, access to global experts, and an international community, as well as core skills. It is suitable for anyone working in an SME in charge of, or interested in workplace health, mental health or wellbeing.
