A BIA team reviewed company policies and approaches to managing stress in the workplace, within the framework of the project "Together for Sustainable Employment", funded by the OP "Human Resources Development" 2021 - 2027 co-financed by the EU through ESF+.
The review was conducted in the period May-August 2026 with the aim of investigating, establishing and analyzing:
- the dynamics of risks to the mental health of workers;
- the understanding and attitudes of employees and managers towards the impacts and consequences of stress in the workplace;
- policies, tools and approaches of enterprises in managing stress in the workplace.
The review covered 30 enterprises from 5 economic sectors: "Processing and preserving of fruits and vegetables"; "Trade" (wholesale and retail); "Hotel and restaurant services"; "Human health care"; "Artistic and creative activities and performing arts".
When conducting the review, a combination of qualitative and quantitative research methods were used, such as desk research, workshops, interviews and a questionnaire survey with over 700 people employed in the indicated sectors (managers, specialists, workers and employees).
The results of the review of company policies and approaches to managing stress in the workplace are presented in five sector reports, and based on the conclusions and recommendations in them, the following were developed:
- sectoral partnership programs to minimize psychosocial risks in the workplace, to form a work environment and culture of mental health protection and building resilience to stress, tension and uncertainty;
- company manual for the prevention of burnout syndrome;
- a corporate model for managing stress in the workplace.
The documents are freely available on the project website: https://zaedno.bia-bg.com/analyse/burnout.
Considering the consequences of the intense increase in stress at work, BIA has created and is currently implementing a distance learning program for training and certification of 100 in-house consultants in stress management and prevention of burnout in enterprises from economic sectors covered by the project.
What does the study show?
The data from the workplace stress survey paints an extremely worrying picture. Almost every second person (46%) surveyed is in a state (stage) of advanced or chronic stress. The highest levels of stress are experienced by those working in healthcare, culture and trade.
Demographic characteristics:
- Women are more vulnerable than men. 27% of women and 19% of men are in the stage of advanced and chronic stress;
- The highest level of stress at work is experienced by those surveyed aged 35-44 (Generation Y). In the food industry, workers aged 55-65 (Generation T) and 18-34 (Generation Z) are at the highest stage of stress.
Sources of stress
The results of the studies show that the TOP 5 factors that have the strongest impact on stress at work include:
- insufficient assessment and recognition of the efforts made and the results achieved, including unfair assessment, remuneration and incentives (59%);
- excessive workload, high intensity, pressure to achieve results and unrealistic deadlines for completing the work (50%);
- the deteriorated atmosphere of relationships, conflicts, contradictions, lack of empathy and collegiality (45%);
- inefficient work organization (43%);
- constant changes in requirements, unpredictability and uncertainty in work (41%).
Every third person surveyed experiences tension and stress due to a disturbed work-life balance, lack of teamwork, cooperation and support from colleagues and managers, limited autonomy and freedom in performance. The need to adapt to new technologies and the lack of clarity about roles and responsibilities in the workplace have a significant impact on stress at work.
Stress reduction measures
Top 10 most preferred measures for managing tension and stress at work (ranked by degree of importance for the respondents):
- Creating a fair system of evaluation, reward and recognition;
- Introducing flexible working hours options and increasing recovery time (breaks and vacations);
- Respecting the boundaries between personal and professional life, including the right to digital exclusion from the work environment;
- Improving planning and organization, reducing unnecessary administration and documentation with a focus on the real work;
- Control of the emotional climate and constructive management of conflicts;
- Improving company communication, raising awareness and providing timely feedback on performance results;
- Regular review, reallocation and optimization of workload;
- Improving coordination and synchronization between structural units;
- Incorporating mental health as a priority in management decisions and business planning;
- Developing a company mental health program, including providing a package of health services and access to consultations with a psychotherapist.
About 30% of the respondents also emphasize other measures, such as:
- Ensuring equal access to training and development resources;
- Refining internal company documents and creating clear work roles;
- Limiting guardianship and increasing freedom and autonomy in implementation;
- Training in techniques for recognizing and managing stress at work;
- Regularly research and analyze stress levels and minimize mental health risks.
The role of employers
The management of the enterprises (organizations) covered in the peer review understand the importance of the problems and consequences related to stress in the workplace. Despite the variety of measures and actions to reduce work tension and stress, enterprises from the five economic sectors lack sustainably implemented mechanisms for monitoring and assessing stress in the workplace, as well as comprehensive and consistent policies and programs aimed at stress management, prevention of professional burnout (burnout) and protection of mental health and well-being. Stress problems are not ignored and underestimated, but rather (with a few exceptions – larger companies with international participation) are managed intuitively, insufficiently effectively, according to the available expertise and organizational capacity.
The study of work-related stress and burnout is not carried out through business-specific corporate tools, but through a limited number of external initiatives (scientific research, international, national and sectoral projects). On this basis, there is no unambiguous, objective assessment of the level of stress in employees in the management of enterprises, but a collection of subjective opinions that cover a wide range - from "stress is a normal part of work" to "stress is excessively high and destructive".
Not a single Bulgarian organization in the five sectors is certified under BDS ISO 45003:2021 and ISO 10075-1:2017, which provide guidelines and procedures for managing psychosocial risks and ergonomic principles related to mental strain at work.
Stress management in the surveyed enterprises is based primarily on traditional social policies, communication, "goodwill" and personal skills of managers, rather than on sustainable organizational mechanisms.
Companies are primarily focused on complying with legal requirements for occupational risk assessment and on control and prevention in ensuring healthy and safe working conditions. The problem is that these measures relate to a much greater extent to physical risks and underestimate the socio-psychological risks to the health and well-being of workers.
The individuals studied demonstrate a certain degree of resilience to tension and stress, but it is based primarily on personal efforts and individual adaptation strategies, rather than on systematic support, skills training, and promotion of the development of a culture of mental health protection.
