When stress gets too high: a guide for HR and managers

When stress becomes dangerous

Intense periods are normal, but when a heavy workload continues over time without recovery or proper support, the risk of mental ill health and long-term sick leave increases. The signals can be subtle: quieter meetings, more mistakes, cynicism, negative energy or sick days creeping in. The culture is affected. The key is to act as early as possible.

What you can do as HR or a manager

Here are concrete steps you can take, both preventively and when you suspect unhealthy stress:

1. Look for the signals

• Less initiative, irritation, forgetfulness or increased sickness absence

• Avoiding responsibility or social situations

• Changed behaviour such as more cynicism, hopelessness or sudden excessive effort

2. Create a safe dialogue

• Talk in time. Don’t wait for proof. Ask questions out of care.

• Take the drama out of stress by talking about it openly and showing that it is not a sign of weakness.

• Be present rather than problem-solving at first. Listen.

3. Act hands-on and adapt quickly

• Remove, pause or redistribute tasks.

• Give clear direction. What matters most, and what can wait?

• Make sure the person has the chance to recover.

4. Work with support resources

• Bring in occupational health services early, not only when someone is about to go on sick leave.

• HR and the immediate manager should work together, not in parallel.
• Look at support such as counselling, coaching and flexible options.

Strengthen the workplace in the long term

In recent years, several Swedish employers have started working more systematically to map workloads, follow up employee feedback continuously and train managers to spot early signs of stress. Others have tried new approaches, such as recovery-focused leadership, stress coaches or dedicated teams for the psychosocial work environment.

The most important thing is not exactly which method you choose, but that there is a clear strategy, follow-up and that both HR and management are on board. Here are some measures that strengthen the work environment in the long term:

• Measure workload and stress levels

• Train managers in conversations about stress

• Normalise recovery in both leadership and culture

• Make sure strategic goals match a realistic workload

• Create a consistent stress management model that gives managers a structure to follow

Stress is part of working life for most people, but unsustainable stress is a real risk for the individual, the culture and the business.