MANAGEMENT OF STRESS AT WORK POLICY

Transcription

1 MANAGEMENT OF STRESS AT WORK POLICY Co-ordinator: Director of HR Reviewer: Employee Stress Management Advisory Group Approver: OH&S Committee; Grampian Area Partnership Forum Signature: Signature: Signature: Identifier: NHS/POL/7.6/OH&S Review Date: October 2014 Implementation Date: October 2011 UNCONTROLLED WHEN PRINTED Version 3 The provisions of this policy, which was developed by a partnership group on behalf of Grampian Area Partnership Forum, apply equally to all employees of NHS Grampian except where specific exclusions have been identified.

2 If you have difficulty understanding the English language, this policy can be made available to you in a language of your choice. This policy can also be made available, on request, in other formats e.g. in large print or on a computer disk. For all requests for copies of this policy in another language, or in an alternative format, please call the Corporate Communications Team on

3 Management of stress at work policy 1. Introduction NHS Grampian has a duty of care to all its employees and recognises the need to actively identify, reduce and manage workplace stressors in order to protect the health, safety and welfare of its workforce. This policy applies to all NHS Grampian employees. 2. Definition The Health and Safety Executive define stress as the adverse reaction people have an excess pressure or other types of demand placed on them. 3. Policy statement In order to identify problems, prevent harm, protect employees and manage stress in its workplaces, NHS Grampian will as far as is reasonably practicable: take suitable and sufficient steps to identify workplace stressors take steps to reduce, eliminate or manage stressors as far as is reasonably practicable ensure that managers are equipped to recognise and manage workplace stress using the Stress Management Standards approach provide confidential support to employees who are affected by workplace stress act in a supportive and non-discriminatory way towards employees affected by stress promote the wellbeing of all employees 3

4 4. Roles and responsibilities Everyone has a role to play in recognising and managing stress at work 4.1 Managers are responsible for: implementing this policy implementing the recommendations from stress audits for their area of responsibility using the Stress Management Standards to recognise and respond to stress-related issues in their area of responsibility developing action plans to address stress-related issues within their areas of responsibility discussing issues related to workplace stress with employees and engaging with employees to find solutions being supportive of employees in their area of responsibility who are affected by stress 4.2 Employees and managers are responsible for: following this policy looking after own personal wellbeing and seeking support when necessary raising and discussing concerns about workplace stress with management and/ or accessing HR, OHS, Staff Side or a Professional Organisation. being supportive of colleagues who may be affected by stress and encouraging them to access support 4.3 Staff side and Professional Organisations are responsible for: Health and Safety Representatives/ Trade Union Representatives to work jointly with the organisation in delivering improvement in employee health and well being 4

5 4.4 Occupational Health is responsible for: providing confidential support and advice to all staff who may be experiencing the negative effects of stress advising managers on stress management 4.5 Human Resources responsible for: Providing advice and support to managers and employees in relation to implementing this policy e.g., terms and conditions, workload, work patterns, job design, related policies, and helping to identify solutions to stress at work issues, facilitating discussions, giving guidance about available support 4.6 Clinical Governance & Risk Management Unit responsible for: Continuing to support the identification of stress related incidents and trend analysis in response to requests from the Employee Stress Management Advisory Group (ESMAG), Occupational Health and Safety (OH&S) Committee, and managers. 4.7 Sector Health and Safety Committees are responsible for Promoting the Management of Stress at Work Policy within their sectors 4.8 Employee Stress Management Advisory Group (ESMAG) responsible for Supporting and monitoring arrangements for risk assessment and audit in relation to workplace stress across all sectors to ensure consistency in using a stress management standards approach Reviewing this policy Advising on workplace stress management issues and interventions 4.9 Occupational Health and Safety Committee is responsible for: Overseeing the Management of Stress at Work Policy 5

6 APPENDIX 1 a) Stress Management Standards (SMS) Approach Stress Management Standards The Standards are produced by the Health & Safety Executive (HSE) and are based on six factors associated with stress in the workplace: Demands, Control, Support, Relationships, Role and Change. These form the basis of workplace stress audit when using the HSE Stress Indicator Tool. The HSE sets out what employers need to do to meet each of the standards. The most up-to-date information about the is available from the Health and Safety Executive s (HSE) website at : b) Conducting a Stress Audit or risk assessment for stress using the Stress Management Standards Stress audit (workplace) An exercise designed to identify potential stressors and measure their effects in the workforce so that suitable action can be taken. The Health and Safety Executive Stress Indicator Tool is an example of a tool which is used to audit exposure to workplace stressors. It is best to combine data from the indicator tool with other information that can shed light on trends e.g., absence data, and, in addition, to use qualitative methods to gather further information from employees to create as detailed and helpful a picture of the issues as possible. The Health and Safety Executive website provides information about how to do this at: 6