Why trauma is no longer a niche issue in the modern workplace
In a world of heightened uncertainty, disruption and exposure to distress, trauma is increasingly part of working life and not a niche issue. In fact, according to the World Health Organisation, over 70% of people globally will experience at least one traumatic event in their lifetime and almost a third will experience four or more.
Trauma is also not confined to extreme events or certain professions. It is a widespread public health and workforce issue, contributing to the mental health pressures employees already face.
New report
Managing trauma should therefore be a significant priority for organisations, but what is the reality on the ground?
A new report from the National Forum for Health and Wellbeing at Work, based at Alliance Manchester Business School, looks in depth at the subject and specifically offers guidance for organisations about how to translate evidence into a practical framework for trauma informed practice that can strengthen and align with existing wellbeing strategies.
Report lead author Francine Watson said the report was aimed at HR and wellbeing professionals, as well as occupational health teams across all sectors, including those in organisations not routinely associated with trauma exposure.
As she explained: “Across many sectors staff may be exposed to traumatic events such as serious accidents, sudden deaths, violent incidents or disasters, as well as have roles that involve repeated contact with others’ traumatic experiences.
“According to a recent report from Deloitte, poor mental health already costs UK employers up to £51bn annually, and trauma is likely a hidden contributor to these costs, often driving depression, anxiety and burnout while remaining unrecognised or undisclosed. Addressing trauma is therefore not only a moral responsibility but a productivity and performance imperative.”
Trauma history
The report adds that most adults will also bring some degree of trauma history to work. Added Francine: “The culture they return to, whether compassionate or indifferent, strongly shapes recovery. Employers therefore have legal, moral reputational and economic reasons to protect psychological as well as physical health, manage psychosocial risks and make proportionate adjustments under equality law. Meeting these obligations is less about clinical treatment and more about shaping cultures and systems that reduce harm and enable recovery.”
Well-intentioned actions
Professor Sir Cary Cooper, founder of the National Forum for Health and Wellbeing at Work, cautioned that increasing recognition of trauma brings opportunity and risk. “While it reflects growing openness around mental health, confusion can arise around what counts as trauma, how common it is, when to step in and how to support recovery without doing harm.
“For instance, well-intentioned actions such as bringing in external experts, offering blanket interventions or escalating too soon, can pathologise normal reactions, displace trusted support or risk further harm. Evidence shows that most people recover with time, social support and psychologically safe leadership.”