For several years now, the University of Birmingham unions have sounded the alarm about workload pressure and overstretched services. 

As the start of a new academic year looms, there are warning signs that things could be reaching a crisis point, and we think all staff, students and other members of the University community need to be aware of this. 

HSE inspect stress and workload arrangements 

In early September, over three days, the HSE interviewed managers, employees, and union members about the arrangements the University has in place to identify and control work related stress, and whether these are effective. 

The union focus groups drew out lots of examples of bullying and stress absence related to overwork/micromanagement/ bullying and equality issues.

While the inspectors were really interested in staff awareness about the effectiveness of stress policies, many staff spoke about being unaware of policies or risk assessments and also spoke about them not being effective even if they did exist.

We highlighted issues around lack of consultation with unions, and the apparent lack of power managers have to control workloads. The culture of overwork and brushing safety concerns under the carpet was a major theme as well as a lack of senior level engagement in resolving the issues, and failures to consult with staff and recognised unions.

Most tellingly of all – academics from across the institution described workload allocation models as completely unfit for purpose, applied unfairly and divorced from the reality of work, which leads to many academics working late into the evening and at weekends to keep on top of things. Non-academics, aside from some specific departments, generally have no system to manage their workload at all. 

While university rankings publish the ratios between academic staff and students in the classroom, what is less visible but no less important are the ratios between the Professional Services staff and students. Between 2017 and 2025, one school has seen an all time high in student numbers while staffing is now at an all-time low: from 176 students per member of professional services staff in 2017 to an astounding 333 students per member of professional services staff in 2025.

Poor working conditions for staff affects students’ experience and learning. We know that students want staff to be treated well, and a good learning environment is one where both staff and students are not overworked and stressed. 

The strain on frontline services 

Aside from academic and administrative roles, many frontline and facilities services are also showing the strain. 

Departments such as cleaning and Estates lost multiple positions at the end of the last academic year to the university’s voluntary leavers scheme, meaning that repairs, maintenance and general cleanliness of the University’s many buildings on campus could suffer as campus gets busier in a few short weeks. 

The receptions around the campus where students go to seek help, including libraries, departmental offices, and accommodation have fewer staff there to help the students who really need us. 

Valuing staff – what needs to change 

As well as workload and staffing numbers, staff morale is being affected by the lowest pay offer since the pandemic. The University is only offering 1.4% to all staff, which is basically a pay cut of more than 3% with inflation rising again. 

Unison (representing grade 2-5) staff already have a mandate to take strike action, with this likely to happen at the start of term.

What happens next with the HSE inspection?

The HSE inspection team will collate the evidence they have collected and reach a decision based on their findings. There are several possible outcomes.

1. No further action: If the inspection team is satisfied that the University is complying with legal duties, managing stress risks appropriately, and has sufficient evidence of effective risk assessment and controls, they may decide no enforcement is needed.

2. Verbal or written advice / letter: Inspectors may give advice on improvements needed, even if no material breach of the law is found. A letter of advice may highlight areas where the University should improve policies, risk assessments, monitoring, or support for staff.

3. Improvement Notice: If inspectors find that the University is not adequately assessing or controlling stress risks, they may issue an Improvement Notice under the Health and Safety at Work Act. This is legally binding and requires the University to take specific corrective action within a set time period.

4. Prohibition Notice: A Prohibition Notice is issued if there is a serious and immediate risk to health or safety. Although rare in stress-related cases, it could apply if working conditions are judged to present an imminent risk of harm (e.g. extreme overwork leading to a foreseeable mental health crisis).

5. Prosecution: If the University seriously or persistently breaches the law, ignores enforcement notices, or if staff harm results from clear failings, the HSE could prosecute. Conviction could result in unlimited fines, reputational damage, and senior managers being held accountable.