While it is common for employees to experience varying levels of stress in the workplace, chronic or debilitating work-related stress is far from harmless or normal. It represents a significant concern across the UK, as highlighted by a January 2026 survey by the Trades Union Congress (TUC). Figures from the Health and Safety Executive (HSE) indicate that an estimated 22 million working days were lost in the UK in 2024/25 due to work-related stress, depression and anxiety, demonstrating the scale of the issue and its considerable impact on employees and businesses across Britain.

However, the effects of psychological harm arising from the workplace can extend well beyond ordinary stress or burnout. Occupational trauma and PTSD can have serious and lasting consequences for an employee’s physical and psychological wellbeing, particularly where individuals are exposed to traumatic or distressing events in the course of their work.

The impact of workplace trauma on employees

Workplace trauma is particularly relevant in emotionally demanding professions, where individuals may be regularly exposed to distressing situations, traumatic information or vulnerable individuals. Over time, repeated exposure to such experiences can have a profound and lasting effect on an individual’s psychological wellbeing. The consequences of workplace trauma can manifest in several ways:

• Lost working days and organisational performance: As noted above, the HSE reported that an estimated 22 million working days were lost in the UK in 2024/25 due to work-related stress, depression and anxiety. These figures highlight the importance of effective, trauma-informed leadership in supporting employee wellbeing and promoting a healthy and productive working environment. With many employees experiencing potentially traumatic events during their working lives, it is increasingly important for employers and managers to recognise the effects of workplace trauma and take appropriate steps to support affected employees.

• High-risk sectors: Certain occupations, including emergency services, transport, construction and healthcare, may involve a heightened risk of exposure to traumatic events. The prevalence of PTSD varies between occupations and studies, with reported rates ranging from approximately 7% to more than 20% in some occupational groups.

• Common triggers: Occupational trauma can arise from a range of distressing or traumatic events, including serious workplace accidents, bullying or harassment, physical violence, witnessing fatalities, or repeated exposure to disturbing information or circumstances.

Recognising the key symptoms of workplace trauma

Employees experiencing workplace trauma may display a range of psychological and behavioural symptoms, which can affect their wellbeing, interactions with colleagues and ability to perform their usual duties. Common signs may include:

• Hypervigilance: Employees may feel constantly on edge, unusually alert to potential threats or easily startled. They may also perceive routine interactions with colleagues or clients as threatening or stressful.

• Avoidance behaviours: Individuals affected by workplace trauma may alter their usual routines to avoid situations that remind them of the traumatic experience. This may include arriving late, missing meetings, or avoiding particular clients, tasks or conversations.

• Emotional numbing and outbursts: Employees may experience emotional detachment or numbness, increased irritability, difficulty regulating their emotions or sudden emotional outbursts. They may also experience difficulty concentrating or carrying out routine workplace tasks.

Supporting employees and practical solutions

Employers can take a range of practical steps to support employees experiencing workplace trauma and promote a safe and supportive working environment. Depending on the individual’s circumstances, appropriate measures may include:

• Trauma-informed leadership: Organisations such as PTSD UK provide workplace training and resources designed to help managers better understand trauma-related conditions, recognise less visible difficulties and promote a psychologically safe working environment.

• Practical adjustments: Where appropriate, employers may consider reasonable adjustments to provide greater stability and predictability for affected employees. This could include maintaining consistent routines, providing advance notice of changes to schedules or duties, and offering a permanent workstation rather than hot-desking. The appropriate adjustments will depend on the individual’s circumstances and the nature of their role.

• Promoting open dialogue: Encouraging respectful, supportive communication can help create an environment where employees feel able to discuss difficulties and seek appropriate support. Employers should approach such conversations sensitively and respect employees’ privacy and confidentiality.

Seek professional guidance

If you have suffered as a result of workplace trauma, it may be in your best interests to seek professional advice from a personal injury solicitor. They can help you pursue appropriate compensation and, where applicable, access medical treatment and rehabilitation. A personal injury solicitor can also advise whether your employer may have breached any legal duties, including their responsibility to protect employees’ health, safety and wellbeing.

If you believe your workplace trauma resulted from your employer’s negligence or failure to take appropriate precautions, seeking legal advice at an early stage can help you understand your rights and determine whether you may be entitled to compensation. A solicitor can assess the circumstances of your case and advise you on the most appropriate course of action.