Individual stress risk assessment form template

Do you understand your duties and responsibilities?

If no, agree duties and responsibilities expected ensuring excessive and unreasonable demands are not made

Do you know how to go about getting your job done?

If no, provide regular clear feedback on performance

Do you know the goals and objectives for the department?

If no, clarify goals and objectives for the individual and department – ensuring no ambiguity

Do you have any say in how you do and plan your work?

If no, where practicable, enable staff to exert autonomy within role, encourage delegation and empowerment of others, encourage training to support delegation (to individual and team).

Are your deadlines within role unachievable?

If yes, offer support in prioritising tasks and cut out unnecessary work and bureaucracy, assist in the scheduling of work to ensure adequate and appropriate resources.

Are you required to work long hours?

If yes, avoid encouraging staff to work long hours, take work home or build excessive flexi. Encourage staff to take annual leave allowance.

Are your time pressures unrealistic?

If yes, try to give warning of urgent jobs, meet regularly to review workload.

Are you subject to work demands from different groups that are hard to combine?

If yes, ensure job demands are matched in terms of quantity, complexity and intensity to individuals skills and abilities, support staff when undertaking new and unfamiliar tasks.

Is your work boring, monotonous or unchallenging?

If yes, where reasonably practicable, rotate boring and repetitive jobs and increase the variety of tasks e.g. through projects, support to colleagues, etc.

Are you subject to personal harassment in the form of unkind words or behaviour?

If yes, ensure all staff are aware that inappropriate behaviour at work will not be tolerated, and promote an atmosphere of mutual respect.

Are relationships at work strained?

If yes, encourage team working.

Is there friction and anger between colleagues?

If yes, encourage team members to give open and honest feedback to each other and demonstrate and encourage appreciation of others and difference.

Are you subject to bullying?

If yes, refer to the Harassment and Bullying Policy and / or seek the support of HR if an allegation of Harassment or Bullying is made.

If work gets difficult are colleagues/manager available to help and support?

If no, explain how to raise concerns and call on your support.

Are you given supportive feedback on the work you do?

If no, hold regular team meetings and be approachable and receptive to feedback.

Are you clear about how the change will affect you in practice?

If no, ensure individuals understand the reasons for change and the likely timescales and ensure adequate consultation wherever possible and provide opportunities for comment and input.

Is there adequate consultation about workplace issues / changes?

If no, give support to individuals during the change process.

Do you require additional training to undertake your role?

If yes, provide training as required and ensure any changes to role are supported with relevant training.

Does your role involve excessive physical demands such as heavy lifting; standing for long periods of time; repetitive movements that are causing concern?

If yes, undertake a H&S Risk Assessment.

Is your work environment adequate / comfortable?

If no, where appropriate refer to Occupational Health for advice.

Is it free from hazards unacceptable levels of noise?

If yes, encourage suggestions on how to improve work environment - and give these due consideration.

Are there any other issues / stressors that we need to be taken account of – e.g. difficulties at home, unexpected life changes?

If yes, support individual where possible and / or offer to support them through referring to HR.