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Our Stress at Work Policy aims to identify and manage stressors in the workplace, fostering a supportive and healthy environment for employees.
1 Overview
1.1 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.
2 Scope
2.1 This policy applies to all employees, contractors, and volunteers who perform work for our organisation, including full-time, part-time, and casual employees.
3 General principles
3.1 Definition
3.1.1 Stress is defined as the physical and emotional response to external or internal demands that exceed an individual's coping mechanisms.
3.2 Responsibilities
Management is responsible for ensuring that the workplace is safe
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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.
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.
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.
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.
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.
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.
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.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Stress at work policy template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing health and safety processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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