Stress at work policy template
Supporting information
Our Stress at Work Policy aims to identify and manage stressors in the workplace, fostering a supportive and healthy environment for employees.
Stress at work policy
Overview
Our organisation is committed to creating a safe and healthy workplace where employees can perform their work to the best of their abilities. This policy is designed to provide guidelines and support to prevent and manage stress in the workplace.
Scope
This policy applies to all employees, contractors, and volunteers who perform work for our organisation, including full-time, part-time, and casual employees.
General principles
Definition
Stress is defined as the physical and emotional response to external or internal demands that exceed an individual's coping mechanisms.
Responsibilities
Management is responsible for ensuring that the workplace is safe and healthy, and that employees are provided with the necessary resources and support to manage stress.
Employees are responsible for reporting any stress-related concerns to their supervisor or Human Resources.
Prevention
Our organisation is committed to creating a work environment that promotes employee health and wellbeing. This includes promoting work-life balance, providing opportunities for professional development, and encouraging open communication.
Employees are encouraged to take breaks and time off to rest and recharge.
Managers are responsible for monitoring workloads and ensuring that employees have the necessary resources and support to perform their duties.
Support
Our organisation provides resources and support to employees to manage stress, including an Employee Assistance Program (EAP) and access to mental health professionals.
Employees are encouraged to seek support from their supervisor or Human Resources if they are experiencing stress-related concerns.
Response
Our organisation takes all reports of stress-related concerns seriously and will investigate any reports of workplace stress promptly.
If an employee is experiencing stress-related concerns, our organization will work with the employee to develop a plan to manage the stress and reduce its impact on their health and wellbeing.
Review
This policy will be reviewed annually to ensure that it remains current and relevant to our organisation's needs.
Communication
This policy will be communicated to all employees, contractors, and volunteers who perform work for our organisation.
Restricted before purchase.
Restricted before purchase.
This policy [does not] form[s] part of your terms and conditions of employment.
Version: [1.0]
Issue date: [date]
Author: [name, job title]
What is this for?
A stress at work policy is a written document that outlines an organisation's commitment to promoting a healthy and safe work environment, and to preventing and managing stress in the workplace. The policy typically defines what workplace stress is, identifies the responsibilities of managers and employees in preventing and managing it, and outlines the support available to employees who experience stress-related concerns.
A stress at work policy may include information on the causes of workplace stress, such as high workloads, poor communication, and lack of support or resources. It may also provide guidance on how to manage stress, such as taking breaks, seeking support, and accessing mental health resources.
By implementing a stress at work policy, organisations can demonstrate their commitment to promoting employee wellbeing, reducing absenteeism and turnover, and improving overall workplace productivity and performance.
Employment law compliance
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Health and Safety at Work Act 1974: This legislation places a duty on employers to ensure the health, safety, and welfare of their employees while at work, including their mental health and wellbeing.
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Equality Act 2010: This legislation requires employers to prevent discrimination against employees on the grounds of protected characteristics such as age, disability, gender, race, and sexual orientation, including when it comes to managing stress in the workplace.
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Working Time Regulations 1998: This legislation sets limits on the number of hours employees can work per week and provides for rest breaks and annual leave, which can help to prevent work-related stress and burnout.
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Management of Health and Safety at Work Regulations 1999: These regulations require employers to assess the risks to the health and safety of their employees and to take appropriate measures to eliminate or reduce those risks, including risks related to stress.
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Data Protection Act 2018 and General Data Protection Regulation (GDPR): Employers must comply with data protection legislation when handling personal information related to employee stress, including obtaining consent and ensuring that the information is kept secure.
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Mental Health First Aid (MHFA) England guidance: This guidance provides recommendations on how employers can support employees with mental health concerns, including stress, in the workplace. It is not legislation, but following it can help employers to meet their legal obligations and promote a positive workplace culture around mental health.
