HMN 2026: What are the actions for managing trauma in the workplace

Recent national figures show that more than 8.5 million adults in England and Wales are survivors of childhood abuse, underlining the scale of trauma-related experiences within the UK workforce. A new white paper, “Managing Trauma in the Workplace: Strategies for Wellbeing and Organizational Resilience,” brings together research, survivor perspectives and evidence-based recommendations to help HR professionals and managers create psychologically safe working environments.

The paper is informed by research from the Center for People, Work and Organizational Practice at Nottingham Business School (NBS), including studies into how trauma affects employee well-being, performance, disclosure decisions and relationships at work.

The white paper responds to the government’s Keep Britain Working Review (2025), which emphasizes employer-led well-being in order to address mental ill-health and reduce economic inactivity.

It explains what trauma is, how it affects cognitive, emotional and interpersonal functioning, and why stigma and misunderstanding remain major barriers to support.

Setting out the key issues survivors encounter in the workplace—including stereotypes, lack of psychological safety, limited managerial confidence, and fear of disclosure—it offers clear, practical solutions for employers and a series of actionable steps, including:

• Embedding trauma awareness within well-being strategies rather than treating it as a stand-alone initiative
• Creating confidential, survivor-led routes for disclosure and support
• Strengthening line-management skills to ensure responses are safe, consistent and compassionate
• Adopting a whole-organization approach to adjustments, communication and performance management
• Developing supportive environments through peer networks, psychological first aiders and dedicated quiet spaces

A free accompanying toolkit, including a manager’s checklist, conversation guides and examples of trauma-informed practice, is available to help organizations put these recommendations into action.

Dr. Stefanos Nachmias, lead author of the white paper and Associate Professor in Leadership and Management Development at NBS, said, “There is an urgent need for workplaces to recognize trauma as an organizational responsibility, not just a personal issue.

“Trauma affects how people think, feel and work. Many employees fear stigma or re-traumatisation if they speak up. Employers have a critical role to play in creating safe, trusting environments where people can recover, contribute and thrive.”

The white paper also outlines future challenges for employers, including the effects of hybrid working, rapid technological change, rising social and economic uncertainty and the potential for trauma to increase across the workforce.

It warns that organizations that fail to act risk higher absenteeism, reduced engagement and widening inequalities—while those that embed trauma-informed practices will strengthen resilience, inclusion and long-term performance.

Associate Professor Maranda Ridgway, report co-author and co-chair of the Center for People, Work and Organizational Practice, said, “People experience trauma differently. Identity, power and context shape risk and recovery at work. If we want fair practice, we need to listen to survivors and design support that is flexible, not one size. In other words, psychological safety that lets people speak, heal and contribute without penalty.”

The content is provided for information purposes only.