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UCL UNISON Branch
Stress at Work Health & Safety Executive (HSE) definition of stress: the adverse reaction people have to excessive pressure or other types of demand placed on them. Stress can play a part in disorders of the heart and circulation, the digestive system, immune system, and mental health. HSE recommends a 5 step approach to risk assessment regarding stress at work: 1. look for hazards 2. decide who might be harmed and how 3. evaluate the risk and decide what needs to be done 4. record the findings 5. monitor and review. HSE management of stress standards are based on 6 key areas of work: 1. Demands the standard: employees indicate that they able to cope with their jobs what should be happening: organisation provides employees with adequate and achievable demands in relation to the agreed hours of work people's skills and abilities are matched to the job demands jobs are designed to be within the capabilities of employees employees' concerns about their work environment are addressed 2. Control the standard: employees indicate that they are able to have a say about the way they do their work what should be happening: where possible, employees have control over their pace of work employees are encouraged to use their skills and initiative to do their work where possible, employees are encouraged to develop new skills to help them undertake new and challenging pieces of work the organisation encourages employees to develop their skills employees have a say over when breaks can be taken employees are consulted over their work patterns 3. Support the standard: employees indicate that they receive adequate information and support from their colleagues and superiors what should be happening: the organisation has policies and procedures adequately to support employees systems are in place to enable managers to support their staff systems are in place to enable and encourage employees to support their colleagues employees know what support is available and how and when to access it employees know how to access the required resources to do their job employees receive regular and constructive feedback 4. Relationships the standard: employees indicate that they are not subjected to unacceptable behaviours, e.g. bullying at work what should be happening: the organisation promotes positive behaviours at work to avoid conflict and ensure fairness employees share information relevant to their work the organisation has agreed policies and procedures to prevent or resolve unacceptable behaviour systems are in place to enable and encourage managers to deal with unaccptable behaviour systems are in place to enable and encourage employees to report unacceptable behaviour 5. Role the standard: employees indicate that they understand their role and responsibilities what should be happening: the organisation ensures that, as far as possible, the different requirements it places on employees are compatible the organisation provides information to enable employees to understand their role and responsibilities the organisation ensures that, as far as possible, the requirements it places upon employees are clear systems are in place to enable employees to raise concerns about any uncertainties or conflicts they have in their role and responsibilities 6. Change the standard: employees indicate that the organisation engages them frequently when undergoing an organisational change what should be happening: the organisation provides employees with timely information to enable them to understand the reasons for proposed changes the organisation ensures adequate employee consultation on changes and provides opportunities for employees to influence proposals employees are aware of the probable impact of any changes to their jobs. If necessary, employees are given training to support any changes in their jobs employees are aware of timetables for change employees have access to relevant support during changes. At each level: systems should be in place locally to respond to any individual concerns. |