From Lawpack's Health & Safety at Work Essentials.
Stress can lead to mental and physical ill-health, resulting in absenteeism and ultimately, in some cases, litigation. It's uncertain whether stress at work is actually increasing or just appears to be, but it's definitely the case that employees are more aware that they may have a claim against their employer as a result. Insurers are certainly encouraging their insured to immediately notify them of any claim where stress, bullying, harassment or discrimination is alleged.
Many stress claims can be avoided by improving personnel procedures and communications, and by creating a more open and helpful culture in the workplace. Here's ideas on what you can do, as an employer, to prevent stress and what to do when it occurs.
Preventing stress
- Encourage an open and understanding culture.
- Ensure good communications.
- Be understanding if your employees admit to being under too much pressure.
- Ensure that your employees are properly trained for their work.
- Ensure that your employees have sufficient support.
- Allow employees as much control as possible over their work and working conditions.
- Ensure that your employees are treated fairly.
- Prevent bullying and harassment (and replace line managers if necessary).
- Regularly monitor the workforce for possible signs of stress.
- Provide a confidential advice service.
Dealing with stress
- Try to address the sources of stress.
- Review the preventive measures above and how effective they are for all employees. Also, draw up a further action plan if necessary.
- Discuss with the employee concerned and try to involve him or her in any decisions.
- Consider whether the employee should be moved or work fewer hours, or otherwise vary his or her work. If he or she is off sick, keep in touch. Beware of the employment law implications of changing the terms of an employee's contract or dismissing him or her.
- If necessary, enable and encourage the employee to seek further help through his or her doctor or a counselling service.
Law stated as at 1 September, 2006