Stress has become a killer condition given the pressures and demands of our present times. More people are either laid low or dying from stress. Unfortunately, stress is a silent killer that strikes before its victim can realize what his problem is. Stress in the workplace adds additional load to an average worker who must grapple with the daily demands and pressure from the workplace. This paper explored the relationship between corporate governance and stress management in the workplace. An examination of available literature shows that factors in the work place that cause stress include work overload, time pressure, long hours of work, lack of breaks, difficult or complex tasks, lack of variety, poor physical work conditions (congested office space, high temperature, poor lighting, etc.), role ambiguity, role conflict, over promotion, under promotion, thwarted ambition, absence of job security, problem of relationship with superiors and colleagues, inability to delegate responsibilities, absence or insufficient participation in decision making, office politics, behavioural restrictions, absence of effective consultation and financial difficulties, generating of loud noise by machines. Signs of stress can exhibit in several forms such as changes in behaviour, which in acute cases displays in the areas of feelings, behaviour or physical symptoms. Acute stress can exhibit in the forms of irritability, anxiety, fatigue, depression, withdrawal, aggressive behaviour, tearfulness, dullness, loss of motivation, loss of concentration, loss of ability to solve problems, sexual dysfunction, gastrointestinal disorders, recurrent headache, etc. Prolonged cases of stress in an individual can alter the “neuroendocrine, cardiovascular, autonomic and immunological functions” of the body leading to physical and mental illness. It was established that management by way of corporate governance can formulate policies that are geared towards managing the level of stress in the workplace. The recommendations made included that management should do the following; make the work place employee-friendly by providing conducive work environment and office spaces; establish a culture of filial relationships in the organization whereby employees see one another as friends and team-mates and relate to one another in cordial and courteous manner; popularize the organizational work ethics and enforce strict disciplinary measures on defaulters especially on harassment of every kind; establish clear job responsibilities and roles to prevent role ambiguity and job conflict; establish recreational centres for workers to ease off during breaks or at free time; functional health facilities should be provided and workers should have ready access to them; encourage open communication between employees and superiors and among all workers.