Stress management has become a central concern in modern organisations due to rapid technological changes, competitive pressures, and evolving labour relations. Employees today face multiple demands, ranging from high workloads to constant communication requirements, which blur the boundaries between work and personal life. In this environment, stress influences not only individual well-being but also organisational performance, employee relations, productivity, and workplace harmony. As organisations depend increasingly on knowledge-based work, employee mental health becomes an essential factor in sustaining efficiency and building positive labour relations. Therefore, stress management strategies must operate at both individual and organisational levels, ensuring that employees feel supported while organisational structures minimise avoidable pressures. One major strategy involves redesigning jobs to reduce excessive demands and enhance employee control. When employees face unclear tasks, repetitive work or unrealistic workloads, stress increases sharply. By implementing job rotation, job enlargement and enriched job roles, managers can provide greater variety and autonomy. These practices also encourage skill development, which strengthens morale and reduces feelings of monotony. Clear job descriptions and well-defined performance expectations help employees focus on core duties without confusion, thereby preventing stress arising from ambiguity. In labour relations, transparent job roles also decrease conflicts between employees and supervisors, contributing to a more harmonious work environment. Another important strategy is improving organisational communication. Poor communication creates uncertainty, misunderstandings, and mistrust, which are significant stressors in the workplace. Managers must ensure regular feedback, timely information sharing, and participatory decision-making. When employees are involved in discussions about policies, work processes, or organisational changes, they experience a sense of control and belonging. This involvement directly reduces stress and strengthens labour-management relations. Effective communication also helps employees express grievances early, allowing managers to address issues before they escalate into conflict or emotional strain. Training and development programmes are equally essential in stress management. Skill gaps or unfamiliar tasks often produce anxiety. By introducing regular training in technical skills, communication skills, time management, and emotional resilience, organisations equip employees to handle work demands more confidently. Stress management workshops, mindfulness training, and counselling sessions provide tools for employees to recognise signs of stress and adopt healthy coping mechanisms. Such initiatives demonstrate