Work related stress policy

Human Resources Prevention of work-related stress policy 2012-2013

HUMAN RESOURCES PREVENTION OF WORK-RELATED STRESS POLICY 1. Introduction 1.1 Hopwood Hall College is committed to providing a healthy and safe working environment for all staff and recognises that excessive levels of work-related stress are a potential cause of illhealth.

1.2 The College has a duty in law to ensure that the health of staff is not adversely affected by their work. This policy and associated guidance sets out what the College does to manage work-related stress.

1.3 This policy will not discriminate either directly or indirectly against any individual on grounds of gender, race, ethnicity or national origin, sexual orientation, marital status, religion or belief, age, trade union membership, disability, socio-economic status, offending background or any other personal characteristic.

2. Scope 2.1 This policy applies to all staff employed by the College.

3. Definition of stress 3.1 The Health and Safety Executive define stress as: “the adverse reaction people have to excessive pressure or other types of demand placed on them” This makes an important distinction between pressure, which can be a positive state if managed correctly, and stress which can be detrimental to health and wellbeing of staff.

4. Actions 4.1 The College will: • • • • • • •

Identify all workplace stressors and conduct risk assessments to eliminate stress or control the risks from stress. These risk assessments will be regularly reviewed.

Consult with Safety Representatives on all proposed action relating to the prevention of workplace stress.

Provide training for all managers in good management practices.

Apply the policy fairly and equally to all staff.

Hopwood Hall College – Prevention of Work Related Stress Policy Offer confidential counselling, in appropriate cases, for staff affected by stress caused by either work or external factors.

Provide adequate resources to enable managers to implement the stress management strategy.

5. Responsibilities 5.1 Managers • • • • • • • • • •

Conduct and implement stress risk assessments in conjunction with the Health & Safety Manager.

Ensure good communications with staff, particularly where there are organisational and procedural changes.

Ensure staff are fully trained to discharge their duties.

Ensure staff are provided with meaningful developmental opportunities.

Monitor workloads to ensure that people are not overloaded.

Monitor working hours to ensure that staff are not overworking.

Monitor holidays to ensure that staff are taking their full entitlement.

Attend training, as required, in good management practice and health and safety.

Ensure that bullying, harassment and victimisation is not tolerated within their jurisdiction.

Be vigilant and offer additional support to a member of staff who is experiencing stress outside work e.g. bereavement or separation.

5.2 Health & Safety Manager/Occupational Health • • • • • •

Provide specialist advice and awareness training on stress for managers in conjunction with the Staff Development.

Train and support managers in implementing stress risk assessments.

Support individuals who have been off sick with stress and advise them, and their management on a planned return to work.

Refer to workplace counsellors or specialist agencies as required.

Monitor and review the effectiveness of measures to reduce stress.

Inform the College and the Health and Safety Advisory Group of any changes and developments in the field of stress at work.

5.3 Human Resources/Staff Development • • • • • • •

Give guidance to managers on the stress policy.

Help monitor the effectiveness of measures to address stress by collating sickness absence statistics.

Provide continuing support to managers and individuals in a changing environment.

Advise managers and individuals on training requirements.

Hopwood Hall College – Prevention of Work Related Stress Policy.

Support employees and managers to resolve problems to prevent further occurrences of work related stress.

Identify any additional stresses/triggers or characteristics that may have an adverse effect on staff e.g. Stress arising from a disability.

5.4 Employees • • •

Seek assistance as early as possible if he/she is manifesting symptoms of stress.

Raise issues of concern with their line manager, Human Resource or Health & Safety Manager.

Accept opportunities for counselling and/or specialist agencies when recommended.

5.5 Trades Union Appointed Safety Representatives • •

Safety Representatives will be meaningfully consulted on any major changes to work practices or work design.

Safety Representatives must be able to consult with members on the issue of stress including conducting any workplace surveys.

5.6 Safety Health and Environment Committee • •

The joint Safety, Health & Environment will perform a pivotal role in ensuring that this policy is implemented.

The Safety, Health & Environment will oversee monitoring of the policy and other measures to reduce stress and promote workplace health and safety.

Date of Policy: 15/10/2010 Date of Equality Impact Assessment: 15/10/2010.

Next Policy Review Date: 15 October 2012