NHSScotland 'Once for Scotland' Workforce Policies - Managing Health at Work - Public Consultation

6. Work-related Stress Policy

6.1. Aim

6.1.1. The policy aims to provide a framework to:

• Encourage employee wellbeing and create a supportive environment
• Increase knowledge of the causes of stress
• Consider workplace changes to reduce stress
• Support employees to manage stress

6.2. Scope

6.2.1. This policy applies to all employees. It also applies to bank, secondees, agency, sessional workers, volunteers, contractors, and those on placement, such as trainees, students, or individuals undertaking work experience.

6.2.2. Reference to employees applies to all these groups unless otherwise stated.

6.2.3. This policy complies with current legislation and meets the aims of the Public Sector Equality Duty of the Equality Act 2010.

6.3. Definitions

6.3.1. Work-related stress is defined by the Health and Safety Executive as: the adverse reaction people have to excessive pressures or other types of demand placed on them.

6.3.2. Stressors are anything that is perceived by the employee to cause stress

6.4. Roles and responsibilities

6.4.1. There is a range of standard expectations which underpin all policies. Read more about standard roles and responsibilities. In addition, the following specific responsibilities apply to this policy.

6.4.2. Employer

6.4.3. The employer should:

• Encourage a workplace culture where mental wellbeing and physical wellbeing are regarded as equally important.
• Promote an organisational culture where work related stress is recognised and responded to appropriately.
• Make sure managers are trained and supported to manage the risks in relation to work related stress.
• Make sure that appropriate actions are taken to identify and address workplace stress
• Make sure that suitable support mechanisms are in place for all employees experiencing work related stress.

6.4.4. Manager

6.4.5. The manager should:

• Manage the risks in relation to work related stress.
• Make sure that all new employees receive appropriate induction to and training for their job, including reference to support services, for example, Occupational Health services, Human Resources, Employee Counselling Service
• Make sure that appropriate actions are taken to identify and support individuals who may be experiencing workplace stress
• Regularly review excess hours, time back, absence and staff turnover

6.4.6. Employee

6.4.7. The employee should:

• Recognise that stress is not a weakness
• Talk to their manager or trusted colleague if they are experiencing stress
• Be aware of support mechanisms and access these if required
• Support colleagues if they are experiencing work-related stress and encouraging them to access support.

6.5. Effects of stress

6.5.1. Anyone can experience work-related stress because of workplace pressures. These may include the demands of the job or a lack of clarity of the role.

6.5.2. Work-related stress is not an illness, but if it goes on a long time, it can contribute to ill-health. The physical effects may include:

• raised blood pressure
• heart disease
• musculoskeletal pain
• stomach problems
• minor illnesses

6.5.3. The psychological effects may include:

• anxiety
• depression
• dietary and lifestyle choices that have a negative impact on health.

6.6. Identifying and managing work-related stress

6.6.1. Identifying the factors that may contribute to increased levels of stress in the organisation can inform actions to help to reduce work-related stress. An organisational stress audit can help to identify potential stressors. These may include:

• Organisational culture
• Management and social environment
• Communication systems
• Task environment
• Problem-solving environment
• Employee development.

6.6.2. The findings of the audit should then inform an Organisational Stress Risk Assessment. This can be used to develop interventions to address the identified areas of risk.

6.6.3. More information is available in the Manager Guide, the Employee Guide, the Stress audit guide.

6.7. Supporting documentation

It is proposed that the supporting documents listed below will be developed to support the policy. Supporting documents are not part of the consultation. These will be drafted following the consultation when responses have been analysed and the policy is developed in a final draft.

• Employee guide 
  Descriptor: guide to help employees use and understand the Work-related Stress Policy.

• Manager guide
  Descriptor: guide to help managers use and understand the Work-related Stress Policy.

• Organisational Stress Audit Flowchart
  Descriptor: Flowchart to help identify and assess stressors within an organisation.

• Stress risk assessment for individual or group
  Descriptor: Risk assessment approach to support managers to identify and assess employee stressors. This may be for an individual or for a group.

6.8. Consultation questions

We are inviting responses to this consultation using the Scottish Government’s consultation hub. The following questions are set.

In your response, all questions have the option to answer yes or no. You are invited to provide further comment in a free text box. If you wish to make specific reference to a section of the policy, please quote the relevant numbered line in this consultation document.

Do you feel there are any gaps in the policy?

Do you feel there are any gaps in the proposed list of supporting documents?

Do you have any other comments to make on the policy?

Do you have any views on the potential impacts of this policy on equalities groups?

It is against the law to discriminate against someone because of: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. These are protected characteristics under the Equality Act, 2010.