Health and Safety Policy Arrangements – Stress
Workplace stress is a significant issue that can impact employees’ mental and physical health, leading to decreased productivity and increased absenteeism. In the UK, employers have a legal duty under the Health and Safety at Work etc. Act 1974 to manage and mitigate work-related stress. This involves conducting risk assessments to identify stressors such as excessive workload, lack of support, and poor work-life balance, and implementing measures to reduce these risks. Effective strategies include promoting a supportive work environment, ensuring clear communication, providing adequate training, and offering resources for stress management and mental health support. Encouraging regular breaks, fostering a positive work culture, and enabling flexible working arrangements can also help alleviate stress. By addressing workplace stress proactively, employers can enhance employee well-being, improve productivity, and reduce turnover, creating a healthier and more resilient workforce.
Take a look at the information below for things you might want to include in your own H&S policy…
Feel free to copy / paste this list, and you can find out more about our full H&S policy here.
The [Proprietor / Directors] of [My Company] will ensure that;
- We understand that stress is the adverse reaction people have from excessive pressure, it isn’t a disease. But if stress is intense and goes on for some time, it can lead to mental and physical ill health (e.g. depression, nervous breakdown, heart disease)
- We have decided that because of the small number, and direct contact, we have with all our employees, it is unnecessary to carry out a formal risk assessment covering stress
- We keep an open door policy so that employees can discuss anything, at any time, with management
- We identify any excessive allocation of work tasks or workload to an individual or team
- Managers and supervisors are aware of work related stress and the possible signs to watch out for amongst the staff i.e. changes in a person’s mood or behaviour, deteriorating relationships with colleagues, irritability, indecisiveness, absenteeism or reduced performance.
- All employees respect the confidentiality of individuals, and staff are aware that any discussions relating to the cause of stress, whether caused at work or at home, will remain confidential
- Any stress that is identified will be tackled in the most appropriate way for the individual, this could mean; retraining, change of job role, switch work teams, etc. this will be dependent on the cause of the stress
- Any increase in stress levels caused by bullying and harassment will not be tolerated within the company
Our minimum health and safety performance standards will be obtained from; but not restricted to;
- The Health and safety (Consultation with Employees) Regulations 1996
- The Construction (Design and Management) Regulations 2015
- INDG 281 – Work related stress, a short guide
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