The findings of Gallup's recent State of the Global Workplace Report 2026 confirm what most of us already know: work is a significant source of stress.  They point to a structural problem that no country in the world can afford to ignore, not when four out of each seven workers in Malta report experiencing stress.  This figure is well above the European average, suggesting a working environment that is increasingly unsustainable, both for employees and for the economy itself.

A study by the International Labour Organisation (ILO) -  "The psychological working environment"   ̶   revealed that psychosocial risks lead to the loss of nearly 45 million disability-adjusted life years (DALYs) each year; 1.37 per cent of global GDP is lost annually due to cardiovascular disease and mental disorders associated with psychosocial risk factors; and 23 per cent of workers globally have experienced at least one form of violence or harassment in their working lives.

Stress is a natural part of life and occurs whenever there are significant changes in our lives, be they positive or negative.  Most psychologists believe that some stress is okay (sometimes referred to as challenge or positive stress) but if stress is such that individuals cannot cope with it, both mental and physical changes may occur.

Sometimes being stressed-out motivates individuals to focus on their work; at other times, they can feel incredibly overwhelmed and find it virtually impossible to concentrate on anything. While stress affects everyone in different ways, there are two major types of stress: stress that's beneficial and motivating - good stress - and stress that causes anxiety and even health problems - bad stress.

The issue is not just about the workload but extends to workplace culture and organisation.  An editorial in The Malta Independent rightly emphasised that fatigued and disengaged workers cannot be expected to perform at their best.  How jobs are designed, organised and managed has a major effect on the health and safety of workers.   Three dimensions interrelate with each other:  what the nature of the job is (responsibilities and tasks), how it is organised and managed, and the policies in place performance and reward processes and rules preventing violence and harassment).

When employees have a poor work-life balance, they may take work home with them at night, spending most of their time working and neglecting time with family and friends due to job demands.  A poor work-life balance can make employees feel like they never have time to relax and recharge. Additionally, it can leave employees with little time for hobbies or personal interests.

Finances are another factor associated with workplace stress.  Employees may become stressed if they feel they are not fairly compensated, or their wages do not cover living expenses.  Low wages are one of the biggest contributors to workplace stress.

The impact of work stress is growing, manifesting itself in rising rates of cardiovascular disease and mental disorders, including suicide.  In its "Global Burden of Disease" study, the World Health Organization (WHO) estimated that there are 840,000 deaths per year in the world due to workplace risk factors: job strain, an imbalance between effort and reward, job insecurity, long working hours, bullying and harassment.

A survey in the UK has shown that one third of workers find themselves thinking about work in their personal time, causing them stress; two out of seven feel less productive at work because of stress; one out of four compromise their health to get work done; one out of seven compromise relationships; and one out of five say that 'powering through' stress is part of the organisational culture at their workplace..

Chronic stress can result in anxiety, insomnia, high blood pressure, and a weakened immune system. It can also contribute to health conditions such as depression, obesity, sleep deprivation, and heart disease. Compounding the problem, people who experience excessive stress often deal with it in unhealthy ways, such as overeating, eating unhealthy foods, smoking cigarettes, or abusing drugs and alcohol.

Many of these risks have been around for a long time.   However, the ILO is concerned by the effects of the ongoing transformations that are taking place at the workplace.  Increased digitalisation, widespread use of AI, remote work, and changes in office hours, if not addressed properly, can intensify existing problems or create new ones.

"Psychosocial risks are becoming one of the most significant challenges for occupational safety and health in the modern world of work," says Manal Azz of the ILO's Policy and Systems unit.  He says that the risks and excess deaths, can be avoided if root causes are addressed. If psychosocial risk management is integrated into occupational safety and health systems and is supported by social dialogue between governments, employers and workers, much healthier workplaces can be created.

The issue is not related just to what happens at the workplace.  The significantly higher commutes are a daily reality for many employees in Malta.  A journey from/to central Malta to Valletta at peak times, plus time spent on finding a parking space, can double or even triple the normal journey time.  One to the harbour area is even worse.  The hours we lose every week contribute significantly to fatigue and stress levels.

Malta's employers are a conservative lot.  Their organisation tries to lead but often loses the sheep.   Employers find it hard to rethink traditional models of work.  They are reluctant to implement remote or hybrid working arrangements.  If employees are allowed to work from home, even for part of the week, time wasted in traffic would be reduced and the work-life balance improved, likely resulting in more focused and productive output. 

Of course, remote working is not a template to be imposed on all employees and employers.  There are jobs that require a physical presence and ones that don't, or that require an occasional presence.  What remote working is surely not is a licence to work less.  Employees must remain as accountable and productive as they would in a physical workplace.   Failing this, they would undermine the long-term viability of the arrangement.

Equally important is the recognition of the "right to disconnect" in an age where technology has blurred the boundaries between office and home.   Many workers complain of pressure to remain constantly available, compelled to send an immediate response to emails and messages arriving after working hours. Employers certainly have no right to interfere with employees' personal time, which is crucial to maintain mental well-being and preventing burnout.  It is not a luxury.

Both my son and daughter continue to receive e-mails and messages from colleagues and other persons after normal office hours or at weekends.  Some are impertinent enough to send chasers if they do not receive an immediate reply.  If they do not mute their mobile or laptop, they are at the risk of being woken up by reminders even at two in the morning. 

Yet responsibility does not lie solely with employers. Workers, too, must forego excessive and prolonged breaks   ̶   whether for coffee or cigarettes   ̶   which disrupt workflow and place additional pressure on colleagues.  Small inefficiencies, when they accumulate, contribute to tighter deadlines and heightened stress across teams. A more disciplined approach to the working day would benefit both employers and employees.

A certain amount of pressure can benefit some people as it can keep them motivated.  Researchers believe that some stress can help to strengthen the immune system, for example by improving how the heart works and protecting the body from infection. In one study, individuals who experienced moderate levels of stress before surgery were found to recover faster than individuals who had either lower or higher levels of stress.

On the other hand, too much stress can be detrimental. Emotional stress that stays around for weeks or months can weaken the immune system and cause health problems.  In particular, too much adrenaline can be harmful to one's heart where it can change the arteries and how their cells are able to regenerate.

It must also be said that stress outside of the workplace is also a growing problem.  The death of a close relative or friend, accidents at home, separation or divorce, unexpected financial problems, and planning a wedding are some of the more importance sources of stress.  Oh, I haven't mentioned the loss of a mobile phone.  In some foreign surveys, it has been rated as the 14^th most stressful life event overall.   

There are compelling economic reasons why all workers and stakeholders should work to minimise personal stress.  The ILO notes that stress, public healthcare, social security compensation, and subsequent productivity losses cost Europe around €617bn each year   ̶   equivalent to 4% of the EU's GDP.  

Talking about the problem won't conjure it away. What we need are comprehensive health promotion programmes.  One empirical study showed that, where they have been implemented, such programmes are associated with a 14% reduction in absenteeism, a 25% reduction in presenteeism (showing up for work while sick, injured or exhausted), and a 3.2:1 return on investment.

One finds examples of employee assistance programmes in various countries.  For example, one of them in the UK provides employees with cost-effective benefits such as over-the-phone or online assistance for a range of problems including legal issues, parenting and health.  Other providers also give employers the option to add face-to-face counselling sessions for employees.  The costs tend to be fairly low; about €16 per employee for a comprehensive plan and €2-3 for telephone-based support only.

Not to mention Duvet Days.   Many of us have surely woken up and felt like they needed to stay in bed all day.  That's exactly why duvet days exist. This benefit allows employees to call in, or book ahead, to take a day off in addition to their holiday allowance.  It allows them to rest mind and body while the employer gets refreshed employees back at work with their head in the right place.  Let's say it might be one for the next general election jamboree.

There are myriad ways of managing and reducing stress.  One of them in the summer is to take a good, long holiday where you have everything planned for you.  While you're reading this, I am in Verona attending two opera performances at the Arena. It's my way of reducing the stress from reading about all the things going wrong in the world.