Helping to manage the corporate responsibility for workplace stress

You answered "No" to all three questions. From your answers it would appear that your organisation has not taken any action to determine whether stress is a problem amongst the workforce. However, you are not alone!  Recent surveys have shown that the majority of companies do not have a Stress Management Strategy in place. Many employers in the UK have not begun to tackle this problem - mainly because they are unaware of their legal duties to treat stress  like any other health hazard.   Qualified professional  advice on how to design such a strategy is also not widely available.

Highlighted below are some of the questions we are most frequently asked by employers who feel it is time to start taking stress seriously....

How big a problem is stress?

Numerous research studies during the last few years have highlighted the growing problem of workplace stress. At present the Health and Safety Executive[HSE] in partnership with many other consultative organisations, is working on  the most appropriate and effective methods of reducing the serious and costly effects, to both employer and employee, of stress in the workplace.  The HSE has produced a number of guidance booklets over the last few years culminating in the publication of a set of Management Standards in November 2004.

The HSE has issued its first 'Improvement Notice' in respect of work-related stress. This was against an NHS hospital where a deadline was issued for assessing the levels of stress within the staff and introducing a programme to reduce stress. In the event that the hospital failed to act it would face court action and fines under the Health and Safety at Work etc Act 1974. 

Please visit the Facts & Figures page for more details about the cost of stress to the individual, industry and society.

Why do I need to take action in respect of potential work related stress?

The HSE guidance states that:

Following the 2002 Court of Appeal ruling in respect of work-related stress, Owen Tudor of the TUC made it clear that “Unions will certainly make sure that employers know that they must assess the risks of stressful occupations.    We will make sure our members know that the Court of Appeal has urged them not to suffer in silence but to get their complaints about bullying, overwork, inadequate training and unrealistic deadlines on record”.

What is the best way of tackling the problem ?

    Traditionally employers have taken a reactive approach to stress management.. This can be ineffective, costly and full of potential problems..  Research shows that a proactive stance is more likely to be successful and the best way to start is by undertaking a risk assessment. This will be concerned with identifying the possible causes of stress, plus the level of risk to individuals and the organisation as a whole.

Employers are required by law to carry out risk assessments to 'make a suitable assessment of the risks to the health and safety of employees'.    They are advised to carry out these risk assessments at regular intervals and review them at times of significant change.  Such a risk assessment would be the first stage of a  Stress Management Strategy. 

A comprehensive Stress Management Policy should also be put in place to demonstrate the organisation’s commitment to meeting its legal requirements in respect of work related stress.

What would a Stress Management Strategy consist of ?

Ideally a Stress Management Strategy should consist of three intervention levels.  A  Primary level which includes a risk assessment to identify and monitor possible causes of stress plus the level of risk to individuals and the organisation as a whole. A Secondary level designed to implement the actions shown to be necessary following the risk assessment. And a third or Tertiary level dealing with the treatment and rehabilitation of those employees who have suffered ill health as a result of stress. Please visit our Corporate Strategy page for more details.

These are only a few comments to help you consider whether  the health of your organisation and its employees could be further improved. If you would like more information about how Stress In Perspective can help you achieve this please click here to  Contact us . We look forward to being of assistance.

Thank you for taking the StressWatch test. We hope it has been interesting and helpful. 

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