Work & mental health

When there is always more to do than time to do it, your body stays on alert. You may skip breaks, work through lunch, and still feel behind. Over time this can lead to exhaustion and burnout.

What can help

• Ask your manager: “Which of these should come first?”
• Do one task at a time instead of juggling
• Say what you can realistically finish, and by when
• Write down everything on your plate, then rank what matters most

Having little control over your work or workload is a known risk for mental health. Feeling like a cog in a machine can drain your motivation and make stress feel bigger.

What can help

• Ask about flexible hours or work-from-home options
• Focus your energy on what you can control
• Look for small choices you do have, like the order of your tasks
• Suggest ideas to improve how work is done

When your role is unclear, it’s hard to know if you are doing a good job. You may get mixed messages from different people, or feel blamed for things that weren’t yours.

What can help

• After meetings, send a short note: “Just to confirm, I’ll do X by Friday.”
• Ask for a written list of your main duties and goals
• Ask how your work will be judged

A manager has a huge effect on how work feels. Controlling supervision, little support from colleagues, or favoritism can make even a good job stressful. The WHO says managers should be trained to spot distress and to listen.

What can help

• Ask for regular one-on-one check-ins
• Find support from other coworkers or a mentor
• Keep notes of key conversations and decisions
• Talk with HR if you feel safe doing so

Violence, harassment, bullying and discrimination at work harm both mental and physical health. They can leave you anxious before work, unable to sleep, and doubting yourself.

The “Workplace bullying & harassment” guide covers the signs and the steps you can take. “Your rights at work” explains the laws against discrimination and retaliation.

Not knowing if your job will last, or not earning enough to cover the bills, keeps worry running in the background. In a 2025 U.S. survey, just over half of workers (54%) said job insecurity was having a significant impact on their stress at work.

What can help

• Focus on today’s tasks instead of every “what if”
• Keep your résumé up to date, so you feel more ready
• Make a simple budget so you know where you stand
• Talk about money worries with someone you trust

Long, unsocial or inflexible hours leave less time for sleep, family, friends and rest. Overworking can lead to skipped meals, poor sleep, less exercise and strained relationships.

NIOSH says any shift outside roughly 7 a.m. to 6 p.m. is linked to poorer sleep, a disturbed body clock, and strain on family and social life. When work hours grow, sleep is usually what gets cut.

Conflict between work and home is another known work stressor. Caring for children or an aging parent while working full-time can leave you feeling you are failing at both.

The “Work-life balance” guide has a section for working parents and caregivers, and “Your rights at work” explains job-protected leave.

Work that doesn’t use your skills, or that asks far more than you were trained for, can both cause stress. Being passed over, or promoted too fast, can do it too.

What can help

• Ask for training or a mentor
• Look for projects that use your strengths
• Talk with your manager about where you want to grow

A Cleveland Clinic psychologist suggests leading with empathy. The person might be dealing with stress at home or at work that you can’t see. Trying not to take it personally helps you stay calm.

NHS advice also suggests asking yourself whether a coworker might be going through something difficult outside work.

Assertive communication sits between going quiet and blowing up. One Cleveland Clinic psychologist describes it as “kind, clear, calm and fair.” You say what you need without blaming or yelling.

Phrases to try

• “Can you tell me more about what you need from me?”
• “I’d like to talk about how we share tasks. Do you have 10 minutes?”
• “That topic makes me uncomfortable. Let’s stick to the project.”
• “When meetings run over, I miss my next call. Could we finish on time?”

Before you talk, take a breath and let the first wave of feeling pass. A neutral, non-defensive tone helps calm the other person too.

If someone pulls you into gossip or negativity, it’s okay to change the subject or walk away. If you share a space, moving your desk or facing a different way can help create a physical boundary.

As one psychologist puts it, you can’t control how others think, feel or behave, but you can control how you respond. NHS advice says the same: you may not change someone’s behavior, but you can change how you respond and set boundaries.

Because your manager affects your workload, reviews and future, friction with them can feel bigger. Try to separate what you can change (how you communicate, what you clarify) from what you can’t (their personality).

What can help

• Ask for a regular one-on-one so concerns don’t pile up
• Ask for help agreeing priorities when everything feels urgent
• Ask what “good” looks like for a task, and when they want updates
• Send short written summaries after key talks: “Just to confirm…”
• Talk to a mentor or HR for advice if things don’t improve

Steps a Cleveland Clinic psychologist suggests

• Keep short, dated notes of what happened
• Get a gut check from a coworker you trust
• Follow your company’s path for raising concerns, whether that is your manager or HR
• Stick to facts. “No blaming — just stating the facts.”
• If nothing changes, it’s okay to look at other roles inside or outside the company

And look after yourself along the way. Self-care, friends outside work and clear values help you stay steady, because work stress rarely stays at work.

Getting defensive usually makes a hard talk harder. Taking a moment to collect yourself, and listening fully, helps keep things calm.

Things you can say to buy time

• “Let me think about this and come back to you tomorrow.”
• “Thanks for telling me. Can you give me an example?”
• “What would you like to see instead?”

NHS advice suggests asking whether there is another way to look at a hard situation, and whether you can learn from it. That doesn’t mean ignoring real problems. It means looking at them with a clearer head.

Once you’ve calmed down, ask

• Which parts are about a specific action I can change?
• Which parts are fair, partly fair, or not fair?
• What do I need to ask to understand it better?
• What is one thing I will do differently?

If you were partly at fault, owning it can help. One psychologist notes that “humility goes a long way,” but you don’t need to apologize for things you didn’t do.

Performance reviews can bring up a lot of worry. Preparing ahead helps you feel more in control and makes the talk more balanced.

Before your review

1. List what you achieved, with real examples and numbers if you have them.
2. Note what got in the way, like unclear goals or too much work.
3. Think about what you want: training, a new project, a raise, more support.
4. Write two or three questions to ask.
5. Plan something kind for yourself afterward.

It’s normal to feel hurt, angry or embarrassed after tough feedback. Give yourself a little time before you reply or make big decisions. Talk it through with someone you trust.

Next steps

• Ask for clear, written goals for the coming months
• Ask what support or training is available
• If you think the review was unfair, ask how to respond in writing or talk to HR
• Set a check-in date to review progress

Harsh treatment at work can lead to anxiety, low mood and job dissatisfaction. It is not a normal part of work, and it is not something you should just “toughen up” about.

Harassment can be sexual, racial, religious or about a disability. Discrimination means being treated unfairly because of who you are. Both are harmful, and many kinds are against the law.

In the U.S., it is illegal for an employer to discriminate against you simply because you have a mental health condition. The “Your rights at work” guide explains how to file a complaint and the deadlines.

Abusive supervision includes humiliating staff and making unrealistic or unethical demands, like expecting unpaid overtime. Favoritism, where some people get chances and others don’t, can also poison a team.

A busy month, a tough project or one sharp comment does not make a workplace toxic. What matters is the pattern: harm that keeps happening, is allowed by leaders, and isn’t fixed when people speak up.

Questions to ask yourself

• Do I feel dread or sick before most shifts, not just some?
• Has it lasted for months, not weeks?
• Is harmful behavior ignored, or even rewarded, by leaders?
• When people raise problems, does anything change?
• Are other people leaving or struggling too?

Steps that can help

• Build relationships with supportive coworkers
• If you feel safe, report it to HR
• Lean on your support system outside work
• Set clear boundaries where you safely can
• Take short mental health breaks during the day
• Talk with a therapist or coach about handling conflict
• Write down what happens: dates, times, what was said, who saw it
• If nothing improves, it’s okay to plan to leave

Try

• “I’ve noticed you seem a bit off lately. Want to grab a coffee?”
• “Is there anything at work I can take off your plate this week?”
• “No pressure to talk, but I’m here if you want to.”
• “That sounds really hard. Thanks for telling me.”

Listening without judging, and letting them lead, often helps more than advice.

Try to avoid

• “Everyone’s stressed, just push through.”
• “Have you tried just being more positive?”
• “You don’t look depressed.”
• Sharing what they told you with others, even to “help”

Their health information is private. Let them decide who knows.

Ideas

• Check in again a week later
• Cover a task or a shift if you can
• If you are their manager, talk about flexible options or accommodations
• Invite them to lunch or a walk
• Share the EAP number or help them find it

Supporting a coworker can be heavy. You are not their therapist, and you don’t have to fix things. It’s okay to point them to professional help and to take care of your own stress.

Remember

• Set limits on how much time and energy you can give
• Talk to your own support people (without sharing private details)
• Your EAP is there for you, too

Building relationships with like-minded coworkers can help you cope with a stressful workplace. Even one person you can talk to honestly can make work feel safer.

Ideas

• Check in on new or quiet team members
• Invite a coworker for lunch or a walk
• Say thanks when someone helps you

Unions and worker associations can speak up together about things one person can’t change alone, like workload, scheduling, pay and safety. If your workplace has one, a union representative can also support you in difficult meetings.

In the U.S., most private-sector workers are covered by the National Labor Relations Act, which gives them the right to act together with coworkers to improve pay and working conditions, with or without a union.

Many workplaces have employee resource groups for people with shared backgrounds or experiences, such as working parents, caregivers, veterans, people with disabilities, or mental health allies. They can offer connection, advice and a voice to leadership.

Some workplaces train staff as peer supporters or mental health champions. Outside work, peer support groups and online communities can help you feel less alone, whether you are job hunting, burned out or returning to work.

Job stress happens when the job’s demands don’t match a worker’s abilities, resources or needs. Heavy workloads, low control and poor support are workplace risks, not personal failures.

It is illegal for an employer to discriminate against you simply because you have a mental health condition. You also have a right to ask for reasonable accommodations, and your medical information must be kept confidential.

For people living with mental health conditions, decent work can support recovery, inclusion and confidence. With the right support, people thrive at work.

Remote work can mean more freedom and no commute, but also more isolation, blurred boundaries and longer hours. What helps is finding the mix that works for you.

Rest is part of doing a job well. Breaks, days off and clear boundaries help prevent burnout and keep you healthy for the long run.

Research shows people almost always take longer and make more mistakes when switching between tasks than when sticking with one. Doing one thing at a time is often the faster, calmer way.

The urge to reply to work messages right away has been linked to more tiredness and poorer sleep. Clear limits on after-hours work tech can protect your rest.