This statement is issued by Buckinghamshire Council to comply with the statutory duty under the Management of Health and Safety at Work Regulations 1999 and the Health and Safety at Work etc. Act 1974, to assess the risks of stress-related ill-health arising from work activities, and to take measures to control that risk as far as is reasonably practicable.

Buckinghamshire Council recognizes that excessive workplace pressure and resulting stress can be harmful and damaging to employee’s health and our business performance. Occasionally, often because of external factors, or sometimes because of the job-related factors, the degree of stress becomes too great, and individuals can suffer from an inability to concentrate, disturbed sleep, feelings of not being able to cope or other stress related symptoms.

Any employee who feels that they are suffering from stress can consult with, in complete confidence, designated Mental Health First Aiders and/or the Employee Assistance Program. In addition, the Council will assist, where necessary, in obtaining professional advice and guidance from Occupational Health where external factors are precipitating the stress.

Buckinghamshire Council recognizes that workplace stress is a health and safety issue and acknowledges the importance of identifying and reducing workplace stressors through effective management: by listening and responding to employee’s concerns, by providing a suitable working environment and by ensuring that employees do not have unreasonable work pressures.

The Council aims to comply with The Health and Safety Executive (HSE) Guidance “How to Tackle Work-Related Stress” INDG430 and the Management Standards approach, taking into

consideration:

• Demands placed on personnel.
• How much control personnel have over how their work is conducted.
• How support is provided and the support options available.
• How relationships within teams are managed.
• The understanding personnel have of their role within the organization.
• How change is managed within the organization.

This policy applies to each employee within the Council. Managers are responsible for the implementation of this policy and the Council is responsible for providing the necessary resources.

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.

The Health and Safety Executive provides examples of possible signs of stress to be aware of:

• Arguments within teams.
• Higher staff turnover.
• An increase in the reporting of stress.
• An increase in sickness absence.
• Decreased performance.
• An increase in complaints and grievances.
• An increase in the amount of time taken off work.
• Arriving for work later.
• Staff members becoming more twitchy or nervous.

Other signs may include:

• Mood swings.
• Staff members becoming withdrawn.
• A loss of motivation, commitment, and confidence.
• An increase in emotional reactions, e.g., being more tearful, sensitive, or aggressive.

Further information is available through the HSE:

https://www.hse.gov.uk/stress/signs.htm

• The Council will identify workplace stressors as far as is reasonably practicable and conduct risk assessments to eliminate stress or control the risks from stress. These risk assessments will be regularly reviewed.

• The Council will consult with Trade Union Safety Representatives on all proposed action relating to the prevention of workplace stress.

• The Council will provide training for all managers and supervisory staff in good management practices.

• The Council will provide access to confidential counselling and support for staff affected by stress caused by either work or external factors.

• To conduct and implement recommendations of risk assessments within their jurisdiction.

• To ensure good communication between management and staff, particularly where there are organisational and procedural changes.

• To ensure staff are fully trained to fulfill their duties.

• Ensure staff are provided with meaningful developmental opportunities.

• Monitor workloads to ensure people are not overloaded.

• Monitor working hours and overtime to ensure that staff are not overworking. Monitor holidays to ensure that staff are taking their full entitlement.

• Attend training, as requested, in good management practices and health and safety.

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

• Be vigilant and offer additional support to staff experiencing stress outside of the workplace, e.g., bereavement.

• To hold regular one-to-one meetings with individuals.

• Signpost employees to support for example Mental Health First Aiders, The Council’s Employee Assistance Program and ask them to complete Wellness Action Plans.

• Train and support managers in implementing stress risk assessments.

• Signpost and/or refer staff to Metal Health First Aiders and/or the Council’s Employee Assistance Program.

• Monitor and review the effectiveness of measures to reduce stress.

• Inform the employer, the health and safety committee and Directorates of any changes and developments in the field of stress at work.

• Provide guidance to managers on the Work-Related Stress policy.

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

• Provide and promote tools and resources to support managers and employees e.g., Employee Assistance Programme, Mental Health First Aiders, training, and development to support managers and employees via the Learning Hub.

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

• Take responsibility for your own health and wellbeing, take up opportunities and respect the lifestyle choices of others.

• Consider completing a Wellness Action Plan and sharing it with your manager.

• Raise issues of concern with your line manager or Safety Representative.

 

• Be meaningfully consulted on any changes to work practices or work design that could precipitate stress.

• Consult with staff on the issue of stress, including conducting any workplace surveys.

• Be meaningfully involved in the risk assessment process.

• Undertake training in relation to workplace stress.

• Conduct joint inspections of the workplace at least every three months to ensure that environmental stressors are adequately controlled.

• To provide specialist advice, awareness, and management of stress.

Appendix 1 – Example Risk Assessment