Vicarious Trauma: The Hidden Mental Health Risk at Work
As we mark Mental Health Awareness Week, it’s important to recognise that not all workplace trauma comes from immediate physical danger or firsthand experience. Vicarious trauma refers to the psychological impact of witnessing or handling traumatic content indirectly. In an age where employees are required to sift through disturbing posts daily, the effect on their mental well-being can be profound, and sometimes as harmful as experiencing trauma first-hand. Even though these workers are not direct victims, their constant exposure to distressing material (such as violent or abusive content) can cause serious psychological harm with symptoms of secondary traumatic stress – a condition very similar to PTSD.
Those impacted can include:
Healthcare workers – Especially those in emergency care, oncology, palliative care, and mental health roles.
Therapists and counsellors – Frequently hear traumatic stories from clients, which can lead to emotional exhaustion and secondary trauma.
Social workers and child protection officers – Often handle cases involving abuse, neglect, or serious harm.
Police officers and emergency responders – Even when not directly harmed, repeated exposure to trauma scenes and victims can cause psychological strain.
Teachers and school staff – Working with traumatised children or witnessing abuse disclosures can have a cumulative psychological effect.
Charity and NGO workers – Those dealing with vulnerable populations such as refugees, trafficking victims, or survivors of domestic abuse.
Impact on Mental Health
Those affected by vicarious trauma often experience symptoms that mirror post-traumatic stress disorder. They might suffer nightmares or intrusive flashbacks, insomnia, heightened anxiety, irritability, or emotional numbness. Such effects can disrupt daily life and make it hard to function at work. The severity of this issue was highlighted when Facebook paid $52 million to settle claims from moderators who developed mental health problems on the job.
UK Employers’ Legal Obligations
UK employers have a legal duty to protect mental health at work. The Health and Safety at Work etc. Act 1974 requires employers to safeguard employees’ health, safety and welfare as far as reasonably practicable – which includes mental well-being. The Management of Health and Safety at Work Regulations 1999 further mandate assessing and controlling workplace risks, including psychological hazards like stress or trauma. Moreover, the Equality Act 2010 treats many serious long-term mental health conditions as disabilities, protecting employees from discrimination and requiring reasonable adjustments. In short, safeguarding mental health is not just good practice – it’s a legal requirement.
Practical Steps for Employers
Employers should take proactive steps to prevent or reduce the impact of vicarious trauma. For example this might include:
- Risk assessments to identify and address psychological hazards;
- Mental health support, such as counselling or employee assistance programmes;
- Training for managers and staff to spot signs of trauma and foster an open, supportive culture; and
- Structured debriefing following distressing incidents so staff can process experiences safely.
Ultimately, vicarious trauma is a hidden but serious workplace risk. Employers who address it proactively not only meet their legal duties but also foster a healthier, more productive workforce. Employees, meanwhile, should know they have a right to a safe and supportive work environment.
For further guidance, specialists at Slee Blackwell Solicitors are available to advise both employers and employees on workplace mental health issues and related legal claims.
