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Workplace stress risk assessment template

Workplace stress risk assessment template

Use this risk assessment template to identify stressors in the workplace and eliminate causes of stress. This can be used as basis for leaders to reflect what actions plans they need to take to lessen work stress.

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The Lumiform application helps frontline teams uphold internal standards effortlessly.
  • Customize this template or build your own
  • Fill out templates via mobile app
  • Assign and track corrective actions
  • Get reports and analyse your data
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Workplace stress risk assessment template

Use this risk assessment template to identify stressors in the workplace and eliminate causes of stress. This can be used as basis for leaders to reflect what actions plans they need to take to lessen work stress.

Use this template with Lumiform

The Lumiform application helps frontline teams uphold internal standards effortlessly.
  • Customize this template or build your own
  • Fill out templates via mobile app
  • Assign and track corrective actions
  • Get reports and analyse your data
Prices start from ░░░ per month
Book a demo
Learn more
or Download template as PDF

This workplace stress risk assessment template helps you systematically identify, evaluate, and address stress-related hazards in your organization. It follows the HSE Management Standards approach, focusing on the six key areas that impact workplace stress: demands, control, support, relationships, role, and change. You can use this template when implementing preventive measures after noticing increased absenteeism in your customer service department.

According to the American Psychological Association, 43% of employees report feeling tense or stressed during their workday, with this number rising to 61% for workers who don’t feel psychologically safe at their jobs. We created this template to help you fulfill your legal duty to protect employees from workplace stress while improving productivity and wellbeing.

Related categories

Preview of the template
Audit
Work Demands
Are staff comfortable with the amount of work?
Are these timescales for workload too much?
Is the intensity of the workload too great for individuals?
Is there consistency and clarity in the job role?
Have they received appropriate training in order that they can do the role effectively?
Do employees feel comfortable in raising concerns?
Do the employees feel that they are kept informed about current business needs/ developments/reasons for some actions taken?
Are there any issues regarding the work environment that is impacting on how effectively employees can do their role?
Control
Do staff feel that they are involved in deciding what work they do, and when and how they do it?
Is the work repetitive?
Do the staff have a variety of activities to complete?
Is the working time flexible?
Can staff decide when to take breaks?
Do staff feel that their skills are being used appropriately?
Is there room to develop new skills for employees if wanted?
Does the work require initiative?
Do staff feel that they are encouraged to use it?
Do staff feel that they are considered when planning the work?
Is work regularly monitored?
Do manager meet with staff to see how work is going?
Support
Do staff feel they are being offered adequate managerial support with new work issues, everyday work issues or personal issues if needed?
Do staff feel that they are well-supported form their colleagues?
Do staff feel that you support a healthy work/life balance?
How well do you listen to your staff – do they feel that this occurs?
Relationships
There are no issues concerning workplace relationship conflicts within the team for the employee?
There are no problems with bullying/harassment?
There are no policies where staff can raise concerns about another member of staff?
Does the employee feel that the organization as a whole (managers and colleagues) are caring/trusting?
Role
Are staff clear about what is expected of them?
Do staff has a clear plan of work which is agreed with their manager?
Are staff encouraged to talk to managers at an early stage if unclear of the priorities of the task to be undertaken?
Are staff struggling with multiple/conflicting roles?
Do they understand how their role fits into the overall business aims?
Change
Do staff feel that they receive adequate and regular communication and consultation about organization change when occurring?
Do staff fell they understand why organizational change needs to occur?
Completion
Full Name and Signature of Inspector
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Frequently asked questions

What information should I collect before completing a workplace stress risk assessment template?

Before starting, gather absence data, exit interview feedback, productivity metrics, and previous employee survey results. Also review any existing wellbeing policies and past incident reports. This background information helps identify patterns and potential stress hotspots, making your assessment more targeted and effective.

How often should I update my workplace stress risk assessment?

Update your workplace stress risk assessment at least annually and whenever significant changes occur in your organization. This includes restructuring, new leadership, major project launches, or when stress-related issues emerge. Regular reviews ensure you’re addressing current stressors rather than outdated concerns, keeping your prevention strategies relevant and effective.

How can I encourage honest feedback when using this stress risk assessment template?

Create psychological safety by explaining the assessment’s purpose is improvement, not blame. Offer multiple feedback channels including anonymous surveys, one-on-one discussions, and focus groups. Demonstrate commitment by sharing previous assessment outcomes and the positive changes implemented, building trust that employee input genuinely drives workplace improvements.

How can I prioritize which stress factors to address first after completing the assessment?

After assessment, prioritize stress factors based on three criteria: severity of impact on employee health, number of staff affected, and how quickly you can implement effective interventions. Focus first on issues causing serious health impacts or affecting many employees, while also addressing “quick wins” to demonstrate commitment to improvement.

This template, developed by Lumiform employees, serves as a starting point for businesses using the Lumiform platform and is intended as a hypothetical example only. It does not replace professional advice. Companies should consult qualified professionals to assess the suitability and legality of using this template in their specific workplace or jurisdiction. Lumiform is not liable for any errors or omissions in this template or for any actions taken based on its content.