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International Stress Awareness Week: November 2–6, 2026
Stress Awareness Day is Wednesday, November 4, 2026. Use the week to highlight mental health, burnout prevention, supportive workplace practices, and practical ways employees can care for their well-being.
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Stress Awareness Week is an opportunity to highlight stress-reduction strategies. Work demands, parenting, caregiving, health concerns, and other responsibilities can contribute to burnout and lead employees to reconsider workplaces where they do not feel supported.
Any time is a good time to show that mental health matters. Activities that support well-being can help employees feel happier, more connected, and more confident that the organization cares.
Read the definition and health resources →
Positive feedback can build deeper connections among managers and teammates. Give managers simple tools for personal thank-you messages and optional rewards, and make participation comfortable for recipients.
Encourage employees to recognize one another through Teams, Slack, or company meetings. Leaders can model the practice with the first message, recognize participation with lunch or a treat, or send a digital gift during a team meeting.
Consider giving employees four or five hours one Friday afternoon with advance notice. Make it clear that the time is for rest, family, friends, outdoor activity, reading, a movie, a nap, or another form of self-care—not for catching up on work.
“In honor of Stress Awareness Week, we are asking all team members to log off and start the weekend early this Friday at noon. Take the time for self-care in whatever form works for you.”
When the team returns, invite voluntary conversation about how people used the time.
Exercise can support physical, social, and emotional well-being. In-person teams might walk together; distributed teams can use an optional step challenge. Participation should remain inclusive and voluntary.
Help employees create environments where they can be productive and comfortable.
Plants, artwork, adjustable lighting, family photos, respectful noise levels, thoughtful use of shared resources, and clear communication can all improve the workspace experience. Sharing updates, giving credit, and showing appreciation for both small and large efforts also helps create a better environment.
Invite employees to take a real lunch break, recharge, socialize, walk, call a loved one, chat with coworkers, or spend quiet time. Published figures cited for this page say 56% of people who step away for lunch take 30 minutes or less, while 94% of employees feel happier when they take a lunch break.
Leaders can model healthy breaks so employees feel permission to do the same.
A small reward can help employees add something enjoyable to the week. Invite voluntary sharing while respecting that self-care looks different for everyone.
Physical activity may reduce the risk of depression by 30%, and even a 20-minute walk may help some people manage stress and feel better.
Socialization. Exercising with others is an excellent opportunity to build connections.
Being outdoors. Exercising outside has many benefits, including a better mood and a clearer mind.
Emotional and mental well-being. Exercising is a great mood-booster and is one of the key aspects of a healthy mind.
Go to a coffee shop for a favorite drink
Buy a book on mental health or self-care
Purchase a new game to play with friends
Get a plant for their office space
Take a Breather – In times like these, it’s easy to feel overwhelmed. Take time to take care of yourself. Try to get enough sleep, take a short walk during the day, and eating balanced meals more regularly are simple, helpful ways that you can help employees manage their stress.
Don’t Keep Stress to Yourself – Encourage employees to speak to their managers or your organization’s HR department if they feel stressed. These conversations often lead to simple solutions that can alleviate some of these feelings — but many employees don’t feel comfortable approaching leadership with a problem. Remind them that your organization is there to help.
There’s No Shame in Stress – Mental health and mental health awareness can often come with some stigma. Ensure that your employees know that they will not be judged or shamed if they choose to share their feelings and have an action plan in place should an employee receive a negative response to speaking about their stress.
Sharing is caring – Good company culture is collaborative, but collaborating doesn’t have to stop with individual projects or deliverables. Encourage employees to share tactics that have helped them manage their stress with the larger team.
Resources – It’s always a good idea to share resources outside of your organization that employees can turn to, especially in the case of mental health. Compiling a list of those who may need more help than your organization can provide regarding their stress and anxiety is an easy way to provide support.
Provide optional gift cards or merchandise that support stress-relief and self-care activities. Send-Ready templates can combine sample incentives with automated reminders for consistent delivery.
Stress is a physiological or psychological response to internal or external stressors. It can affect nearly every body system and influence how people feel and behave.
Possible signs include palpitations, sweating, dry mouth, shortness of breath, fidgeting, accelerated speech, intensified negative emotions, and prolonged fatigue. Severe or chronic stress can affect mental and physical health and quality of life. See the APA Dictionary entries for general adaptation syndrome and chronic stress.
Rapid technological, economic, and political change can create both opportunities and significant psychological challenges for workers. Organizations should pay attention to how change affects different roles and communities.
The APA’s 2025 Work in America Survey: The Experience of Working in America During Times of Change examines how workers say employers are navigating technological, economic, and political shifts, and how those changes affect psychological and emotional well-being.
The Harris Poll conducted the survey online for APA from March 26–April 4, 2025, among more than 2,000 working adults in the United States. Read the APA report →
The body can handle stress in small doses, but long-term or chronic stress may have serious health effects. Read APA guidance on stress and the body →
When stress becomes difficult to manage, evidence-based tools and professional support can help.
Stressful experiences are a normal part of life, and some short-term stress can feel challenging and satisfying. Chronic workplace stress, however, can become overwhelming and harmful to physical and emotional health.
Read APA tips for managing stress →
Working hard should not mean overworking at the expense of relationships and physical health. Read APA guidance on work stress →
Unchecked workplace stress can affect employee health, concentration, collaboration, and productivity. The linked Forbes article offers practical ideas organizations can evaluate for their own workplace.
Stress has been associated with physical concerns such as weakened immunity, stomachaches, high blood pressure, hair loss, and headaches. It can also affect concentration, teamwork, and productivity. Read the Forbes article →
Unclaimed rewards returned, always. Build a complete project in the campaign builder with your logo, your recipients, and your incentive selections, then send. Related reading: Stress Awareness Month at work, international gift cards.
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