Stress Management Policy

Introduction

The health, safety and welfare of our employees is important to our Organisation, and we are committed to ensuring this is met. We are committed to identifying and reducing the causes of workplace stress, as we acknowledge that this is an important health and safety issue.

This policy is applicable to all employees. It is the manager’s responsibility to implement the policy, and it is the Organisation’s responsibility to provide the necessary resources.

Definition of stress

Stress is defined by the Health and Safety Executive as “the adverse reaction people have to excessive pressure or other types of demand placed on them”. There is a distinct difference between stress and pressure, as if managed correctly pressure can have a positive effect on an employee, whereas stress can be seen as detrimental to their wellbeing.

The effects of long-term stress can be seen in physical, intellectual, emotional and behavioural signs. These can include headaches, nausea, tiredness, palpitations, worrying, making mistakes, anger, irritability and job dissatisfaction.

The Organisation will aim to identify all workplace stressors and risk assessments can be conducted to identify the risks and eradicate them, which will be regularly reviewed. Training will be provided for all managers and supervisors in dealing with workplace stress, implementing the Organisation’s stress management strategy and identifying any warning signs.

[Optional, if applicable] Furthermore, confidential counselling for staff affected by workplace, or external, stress will be provided by the Organisation.

[Optional, if applicable] When making proposals to prevent workplace stress, the trade union safety representative will be consulted with.

Responsibilities

Managers

The responsibilities of managers are to:

implement recommendations developed from the risks assessments within their department
ensure clear communication between management and staff, specifically on organisational changes that may affect them personally
ensure there are developmental opportunities available to all staff
monitor staff working hours to ensure they are not being overworked
manage holidays to ensure staff are taking their full entitlement
ensure that there is a zero-tolerance stance on bullying and harassment
offer additional support to members of staff who are experiencing stress outside work such as bereavement or separation.

[Optional, if applicable]

Occupational health and safety staff

The responsibilities of occupational health and safety staff are to:

provide stress management and risk assessment training for all managers and supervisors
consult with workplace counsellors or specialist agencies when dealing with specific cases
continually review the effectiveness of the Organisation’s policy of reducing stress.

The responsibilities of HR representatives are to:

provide guidance on the stress policy to managers
compile sickness absence statistics to measure the effectiveness of the Organisation’s stress management policy
provide support to staff and management
encourage referrals to occupational workplace counsellors if appropriate.

Employees

Employees should raise any issues relating to workplace stress to their line manager, [Optional, if applicable] the safety representatives, or occupational health.

If offered, we strongly encourage employees to undertake counselling that is offered.

[Optional, if applicable]

Function of safety representatives/committee

The function of representatives or a committee who has responsibility for safety is to:

be consulted on any potential levers for stress such as changes to work practices or design
be involved in the risk assessment and workplace surveys process
be allowed to access any relevant anonymous data from HR
be paid for by the Organisation for any time off relating to trade union training relating to workplace stress
take part in a three-monthly workplace audit to identify any environmental stressors
monitor the policy to ensure it is combatting the effects of stress and promoting employee wellbeing.

Signed by

Managing Director:

Date:

Employee Representative:

Date: