My workplace has no HR – Who do I talk to about stress?

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Working in a small business is brilliant for lots of reasons – the close team, the flexibility, and knowing every corner of the business inside out. But when things get tough, like feeling stressed or overwhelmed, brightonjournal.co https://brightonjournal.co.uk/health-at-work-what-brighton-employees-should-know-about-their-rights-and-wellbeing/ it can be tricky to find someone to talk to. Especially if your workplace has no dedicated HR department and all the usual advice feels like it’s aimed at big companies who "have HR".

If you’re a small business manager, or simply someone feeling the weight of work stress but wondering “who do I talk to?” – this post is for you. Stress at work isn’t just a personal problem; it’s a health and safety hazard that employers must manage. In this guide, I’ll walk you through what that means, who to speak with in smaller settings, and how to take practical steps forward, referencing key tools and advice, including how to share this info easily on social media platforms like WhatsApp, Twitter/X, and Telegram.
Why Stress at Work is a Health and Safety Issue
Stress is often painted as a personal resilience issue. But that’s not only unhelpful—it’s legally wrong. The Health and Safety at Work etc. Act 1974 and associated regulations make it clear: employers must manage risks to health and safety, including work-related stress.

Stress caused by work conditions—things like excessive workloads, unclear roles, poor management, or bullying—is recognised by the Health and Safety Executive (HSE) as a legitimate workplace hazard. Long-term unmanaged stress can lead to burnout, mental health issues, and physical illness.
HSE Stress Risk Assessments: Employer Duties
Employers, regardless of size, have a duty to identify risks from work-related stress and do something about them, just like they would with any other hazard. The HSE recommends carrying out stress risk assessments using its Management Standards approach, which covers six key stressors:
Demands – workload, work patterns, and the work environment Control – how much say a person has in the way they do their work Support – encouragement, sponsorship and resources from the organisation, line management and colleagues Relationships – positive working to avoid conflict and dealing with unacceptable behaviour Role – whether people understand their role within the organisation and whether the organisation ensures that they do not have conflicting roles Change – how organisational change is managed and communicated
The Management Standards provide a detailed framework employers can tailor even in small businesses. If your manager hasn’t done this, they should know it’s part of their legal responsibility.
In Small Businesses, Who Do You Talk To?
In big companies, you might head straight to HR or a designated health and safety rep. Small businesses often don’t have either—or will have one person doing multiple jobs. So where do you turn?
1. Your Manager – The Go-To Person for Stress Discussion
In most micro and small businesses, the manager or business owner is the HR department, the health and safety officer, and often the first/only point of contact. If you feel stressed, it's perfectly okay—and necessary—to bring it up with your manager.

Here’s my quick checklist for “What to email your manager about stress”—a simple, actionable way to turn vague feelings into a conversation starter:
Describe your experience with specific examples (e.g., “I’ve had to work late every night this week to hit deadlines”). Explain how it affects your work and wellbeing (e.g., “I’m finding it hard to concentrate and I’m feeling anxious”). Suggest what might help (e.g., “Could we review deadlines or prioritise tasks?”). Ask for a meeting or check-in to discuss further. 2. Health and Safety Representative or Employee Representative
Even if there’s no HR, your workplace might have a health and safety rep or a staff representative. Sometimes this person is a peer rather than a manager. They can raise concerns with leadership on behalf of staff, including stress risks. If you’re not sure whether you have one, ask around.
3. Acas Advice – Independent Guidance When You’re Stuck
If your manager is unapproachable or doesn’t understand their duties, Acas (Advisory, Conciliation and Arbitration Service) offers free, impartial advice for workers and employers. They can guide you on:
How to raise stress issues informally or formally Your rights and your employer’s duties Mediation and resolving workplace disputes
Check Acas’ website or call their helpline for tailored support.
Understanding Legal Protections: The Equality Act and Disability Definition
Sometimes, work-related stress can become a disability under the Equality Act 2010. If stress leads to a long-term mental health condition (like anxiety or depression) that substantially affects daily life, it may be protected legally.

This means your employer must make reasonable adjustments at work, such as:
Flexible working hours Adjusted workloads Additional support or time off for medical appointments
If you think you qualify, talk to your manager or a health and safety rep. You don’t need to disclose the exact diagnosis—but sharing enough to explain the impact on your wellbeing helps trigger legal duties.
Using Social Media and Messaging Tools to Share and Seek Support
Feeling isolated or that no one understands workplace stress? You’re not alone, and social media and messaging platforms can offer valuable peer support and resources. Here are ways to spread your knowledge or seek support:
WhatsApp: Share resources or articles about work stress and employer duties in team or support groups with a WhatsApp share link. Facebook & Instagram: Join workplace wellbeing groups or follow pages offering practical tips for managing stress. TikTok: Watch or create short videos explaining your situation or coping strategies with hashtags like #WorkStress or #SmallBizSupport. Twitter/X: Tweet or DM Acas or employment law accounts for quick advice and updates on workers’ rights. YouTube: Search detailed tutorials on how to do stress risk assessments or communicate with your employer. Telegram & Viber: Join channels or groups dedicated to workplace rights and wellbeing discussions. Pinterest: Save infographics about the HSE Management Standards or stress checklists for personal reference or team sharing. Practical Next Steps When Your Workplace Has No HR Document your stress triggers and how they impact your work. Specificity is your friend. Request a meeting with your manager or employer. Use your notes to keep it clear and focused. Ask if the business has done or plans to do a stress risk assessment. Offer to help if needed—small teams often need hands-on involvement. Keep a record of conversations and any agreed actions. This is vital if you need to escalate or take advice from Acas later. Explore workplace adjustments and reasonable solutions together. Flexibility benefits everyone. Contact Acas for free advice if things don’t improve or if the environment feels hostile. Summary Table: Who To Talk To About Work Stress When There Is No HR Person/Resource Role How They Can Help When to Contact Your Manager Runs day-to-day business, legal employer duties Discuss stress triggers, request adjustments, initiate risk assessments First contact; ideally immediately when stress surfaces Health and Safety or Employee Rep Acts as employee voice on safety and wellbeing Raise collective concerns, support individual cases If available and approachable Acas Independent advice and dispute resolution Explain rights, dispute resolution, advice on next steps If internal routes fail or you need impartial advice
Remember, stress isn’t just a hurdle to "tough out". It’s a legitimate workplace hazard every employer must take seriously, regardless of the size of their business. If your workplace doesn't have an HR department, that doesn't mean you're on your own. Use these practical steps and tools, from talking to your manager to leveraging social platforms and Acas advice, to take control of your wellbeing at work.

And if you found this helpful, sharing it on WhatsApp, Twitter/X, or Facebook could help a colleague or friend in the same boat. Stress management isn’t just a personal issue—it’s a team effort.
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