Prevention is better than cure: the role of prevention in work-related stress

The causes are complex and not solely work-related. They stem from a combination of work, private life, and societal factors such as life stage, resilience, the ‘always-on’ culture, and labor market shortages. It’s not just packed schedules that play a role; emotional strain in professions with high levels of personal interaction, such as healthcare and education, also contributes significantly to the problem.

The hyper-nervous society

According to the Council for Public Health and Society, we live in a “hyper-nervous society” where performance pressure and constant acceleration have gone too far. This societal dynamic puts the well-being of both young and old under strain and increases the risk of stress and burnout. Employees face not only work pressure but also a constant expectation to perform and remain available.

It is essential for organisations to recognize this context: stress is not just an individual issue, but a societal challenge that requires structural solutions and a cultural shift.

The Mental Health Monitor 2025 by the Trimbos Institute and RIVM confirms this picture. To improve mental health, it is important to address influencing factors across all age groups and life stages. The earlier we intervene, the better we can prevent more severe problems and future care needs.

Why prevention matters

Stress-related complaints don’t appear overnight, they often develop gradually. That’s why early detection and prevention are crucial to avoiding absenteeism. Managers play a key role, as they are often among the first to notice warning signs. Simply asking how someone is doing may sound basic, but it is a powerful tool. When you are familiar with an employee’s usual behaviour, you can more quickly spot changes that may indicate overload.

Psychological safety is an essential condition: employees need to feel safe discussing their concerns, and it is equally important that they are genuinely listened to.

Maintaining an ongoing dialogue is essential. A manager who understands the individual energy sources and stressors of team members can respond more effectively. These energy sources are crucial for sustaining motivation and resilience. When one of these basic needs is lacking, the risk of stress increases. Sometimes, a conversation alone can provide relief, while in other cases, adjustments to the work may be necessary. By collaboratively mapping out what someone needs to perform well, you increase the likelihood of sustainable employability.

Beyond simply offering a listening ear, it is also important for managers to lead by example. This includes setting clear expectations about availability outside working hours and taking short breaks throughout the day.

Employees also have a responsibility

Prevention is not solely the employer’s task. Employees play an important role by clearly communicating their boundaries and engaging in dialogue with their manager or occupational physician. It helps if they can articulate their needs and actively contribute ideas for solutions.

In addition, it is essential to incorporate sufficient recovery moments such as breaks, exercise, walking, and social interaction. In this way, prevention becomes a shared effort between employer and employee, helping to reduce stress.

Employers: focus on prevention

For employers, prevention is not a luxury, it is a strategic necessity. Start with preventive assessments such as RI&E (Risk Inventory & Evaluation) and PMO (Preventive Medical Examination), and translate the findings into concrete policies, for example, by better aligning schedules and workload.

Invest in training managers: teach them to recognize early signs of stress and address them in an open and safe manner. This lays the foundation for a culture in which mental health receives structural attention.

Work-related stress is not an individual problem, but a shared challenge. By treating prevention as an integral part of organisational policy rather than an isolated measure, you create a culture where employees feel safe, supported, and resilient. Together, we can build workplaces where well-being and productivity go hand in hand.