Skip to main content

Keep Employees Awake And Reduce Workplace Fatigue With This Guidance

While keeping your eyes open at work may seem like a simple task, recent data revealed that employees across the nation beg to differ. Indeed, government research found that Britain is suffering from a 'sleep epidemic', resulting in an increased prevalence of workplace fatigue. Over 30 per cent of people in the UK are affected by insomnia, and more than 15 per cent of British adults report getting less than six hours of sleep a night. 

Such sleeplessness comes with a significant price tag to businesses as well - lost sleep costs the UK £30 billion each year, resulting in 200,000 working days lost. In addition, employees that don't get enough sleep are more likely to suffer from the following: 

  • Decreased communication skills
  • Increased sickness and absence
  • Poor concentration and memory skills
  • Inability to make important workplace decisions
  • Increased likelihood of performance deterioration

Help put a stop to your workers' sleep deprivation and reduce the impact of workplace fatigue at your organisation with these top tips: 

  • Assess employees’ working hours—Research provides that night shift workers have a 30 per cent higher risk of workplace injury than those working day shifts, as well as a higher chance of sleeplessness and fatigue. If your organisation implements shift workers, be sure to assess and control the risks of evening employees. Regularly consult workers to ensure they are comfortable with their shifts, and utilise shift swapping if needed.
  • Implement proper policies—Be sure to enforce workplace policies that help reduce fatigue. This includes limiting night shifts, avoiding permanent shift assignments or shifts longer than 12 hours, encouraging rest periods and offering sleep-related resources.


Contains public sector information published by the HSE and licensed under the Open Government Licence v3.0.
© 2019 Zywave, Inc. All rights reserved. This publication is for informational purposes only. It is not intended to be exhaustive nor should any discussion or opinions be construed as compliance or legal advice. In relation to any particular problem which they may have, readers are advised to seek specific advice. Further, the law may have changed since first publication and the reader is cautioned accordingly.