London: 25 January, 2005 – As UK employees return to work after the holiday period, it seems that many of us will be returning to a breeding ground of stress.  According to Aon Consulting’s latest Employee Risk @Work study, which surveyed 1500 employees across the UK about their workplace, three-quarters (76.6%) of us have experienced workplace stress.  However, even with so many of us feeling stressed, many UK employers are failing to address the issue¹.  Almost half of us (47.3%) feel that our organisations are not doing enough to create a work environment that is stress-free.

Ben Thornton, Director of HR Solutions at Aon Consulting said: “There is stress in every employee’s life, and in every job. A certain amount of stress is actually necessary in order to achieve high performance, but after a certain point – and it is different for each individual – stress stops being necessary and becomes a problem.”

Earlier reports from the Health & Safety Executive (HSE)² estimated that work-related stress costs employers £3.7 billion every year, and is a leading cause of absence from the workplace.  However, stress amongst UK employees is still on the rise according to the Employee Risk @Work study and some employers are actually perceived by their employees to be adding to the problem rather than addressing it.

The Employee Risk @Work study found that almost a third of UK employees (30%) believe their managers lack good people management skills and as many as one in five stressed employees believe the cause of their stress is down to lack of management support.  Nearly a third of stressed employees (30.2%) blame the demands of their jobs.

Thornton continued:  “There is no one single solution to reducing stress in the workplace as individuals are too complex for single solutions to apply.  However, organisations can usually reduce the cost of workplace stress by uncovering and eliminating its root causes.  To minimise workplace stress employers need to:

• Understand their workforce - There is no single solution which fits all organisations; firms should be wary of off-the-shelf products which offer a “one size fits all” solution. Cultural differences ensure that what works for one will not be appropriate for another.
• Maximise the role of management - It is critical that managers across the organisation apply a clear and consistent message regarding employee risk. If employees perceive any inconsistency in the management of employee risk and lack faith in their managers’ commitment to addressing risk issues, the effectiveness of any risk management strategies can be rapidly undermined. Management at all levels need to understand that the benefits of initiatives to minimise risk can more than offset the investment required in management time and resources. 
• Develop and communicate a clear policy - Organisational initiatives to address the issue of stress will not pay dividends unless communicated clearly and consistently. To help employees recognise and value benefits, a strong communication policy needs to be put in place and supported by effective procedures.”

Charlotte Mandel, Consultant in HR Solutions at Aon Consulting added: “When employers can manage stress well, research has shown that workers will be more committed and less likely to be absent or to switch jobs.  The development of good managerial practices throughout the organisation can yield cash dividends in the form of reduced time off, lower costs for recruitment and initial training, and a healthier workforce overall.  A key focus as ever is how organisations, through their leaders, treat people.”

Notes to Editors:

1. According to the 1,500 employees polled for this research
2. HSE: Note on Stress

About this survey:

1. Conducted in Autumn 2004, the Employee Risk @Work survey collated responses from 1,500 individuals from across the UK. Each respondent is employed in an organisation with 20 or more employees. The survey forms part of Aon Consulting’s long-standing @Work research, which annually measures UK workforce commitment.  If you wish to receive a copy of the report, please contact Lisa Ford on 0800 279 5588 or email   enquiries@aonconsulting.co.uk
2. Aon's 2004 @work research includes a new section on employee risk - it measures how this issue affects workforce commitment levels in an organisation.  The results of the study reveal a correlation between the management of employee risks and staff commitment to the organisation they work for.  In essence, where employee risks such as absence, stress and staff retention are perceived by employees to be mismanaged, workforce commitment scores amongst these employees are low. However, where staff perceive that management deal with employee risks well, levels of workforce commitment levels are higher and employees are likely to be more productive and proud of their organisation. They are also more likely to remain in their jobs, feel a responsibility to their organisation's and line manager's success, and trust in their leaders. A full copy of the report - which outlines the extensive link between employee risks and staff commitment to the organisation – can be obtained by contacting Lisa Ford on the details above. 

About Aon Consulting

Aon Consulting is a leading human capital consultancy, helping organisations of every size to attract and keep the employees they need. We advise on all aspects of employment, including health-related insurance and risk; employee compensation and pensions; human resource strategy planning; job design and change management; and staff assessment and legal issues. Aon Consulting is a division of Aon, the UK’s largest insurance broker and provider of risk management services, a major force in reinsurance and the UK human capital consulting market.  Aon Consulting Limited is authorised and regulated by the Financial Services Authority.

About Aon

Aon Corporation (www.aon.com) is a leading provider of risk management services, insurance and reinsurance brokerage, human capital and management consulting, and specialty insurance underwriting. The company employs approximately 51,000 professionals in its 600 offices in more than 120 countries.  Backed by broad resources, industry knowledge and technical expertise, Aon professionals help a wide range of clients develop effective risk management and workforce productivity solutions.

This press release contains certain statements relating to future results, which are forward-looking statements as that term is defined in the Private Securities Litigation Reform Act of 1995.  These forward-looking statements are subject to certain risks and uncertainties that could cause actual results to differ materially from either historical or anticipated results, depending on a variety of factors.  Potential factors that could impact results include the general economic conditions in different countries around the world, fluctuations in global equity and fixed income markets, exchange rates, rating agency actions, resolution of pending regulatory investigations and related issues, including those related to compensation arrangements with underwriters, pension funding, ultimate paid claims may be different from actuarial estimates and actuarial estimates may change over time, changes in commercial property and casualty markets and commercial premium rates, the competitive environment, the actual costs of resolution of contingent liabilities and other loss contingencies, and the heightened level of potential errors and omissions liability arising from placements of complex policies and sophisticated reinsurance arrangements in an insurance market in which insurer reserves are under pressure.  Further information, concerning the Company and its business, including factors that potentially could materially affect the Company’s financial results, is contained in the Company’s filings with the Securities and Exchange Commission.

Aon Limited is authorised and regulated by the Financial Services Authority in respect of insurance mediation activities only.