Individual stress risk assessment form template
Value bundles that include this:
This model stress risk assessment is used to support individuals or teams to identify and review pressures and consider if these are a source of stress. Action can then be taken to reduce the risks to performance and health.
Why this form is necessary
An Individual Stress Risk Assessment form is a document used by employers to assess the risk of work-related stress on individual employees. It is a tool that helps employers identify and evaluate factors in the workplace that may cause stress to an individual employee. The form typically includes questions that allow the employer to gather information about an employee's work environment, workload, responsibilities, and other factors that may contribute to stress.
The aim of the form is to identify the level of risk an individual employee is exposed to and to suggest measures to manage and reduce the risk of work-related stress. This may include changes to the employee's workload, changes to the work environment or culture, and support or interventions to help the employee manage stress.
An Individual Stress Risk Assessment form can be used as part of an employer's legal obligation to assess the risk of work-related stress, as required by the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999. It can also be used as a tool to support an employer's duty to make reasonable adjustments under the Equality Act 2010.
Compliance notes
Here are some UK employment legislations related to implementing individual stress risk assessment forms:
- Employers have a legal duty under the Health and Safety at Work etc. Act 1974 to ensure the health, safety, and welfare of their employees as far as is reasonably practicable. This includes assessing the risks to the health and safety of their employees, including the risk of work-related stress.
- The Management of Health and Safety at Work Regulations 1999 require employers to conduct risk assessments for all significant risks to the health and safety of their employees, including the risk of work-related stress. This means that employers must consider whether implementing individual stress risk assessments is necessary to meet their legal obligations.
- The Health and Safety Executive's Management Standards for work-related stress provide a framework for assessing and managing the risk of work-related stress. The standards recommend that employers conduct individual stress risk assessments as part of the risk management process.
- The Equality Act 2010 requires employers to make reasonable adjustments to accommodate the needs of employees with disabilities, which can include stress-related conditions. Implementing individual stress risk assessments can help employers identify reasonable adjustments that may be needed.
- The Information Commissioner's Office (ICO) provides guidance on the collection, use, and storage of personal data, including information gathered through individual stress risk assessments. Employers must ensure that they comply with data protection regulations when implementing individual stress risk assessments.
Specifications
10 mins
1009 words, 3 pages A4
1 November 2024
Individual stress risk assessment
| Name: | |
| Department: | |
| Assessment date: | |
| Assessed by: |
Role Definition
| Are you clear what is expected within role? | Yes | No |
|
Do you understand your duties and responsibilities? If no, agree duties and responsibilities expected ensuring excessive and unreasonable demands are not made |
Yes | No |
|
Do you know how to go about getting your job done? If no, provide regular clear feedback on performance |
Yes | No |
|
Do you know the goals and objectives for the department? If no, clarify goals and objectives for the individual and department – ensuring no ambiguity |
Yes | No |
Control
| Can you set your own work speed? | Yes | No |
| Can you decide when to take a break? | Yes | No |
|
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). |
Yes | No |
Work Pressures - High
|
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. |
Yes | No |
|
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. |
Yes | No |
|
Are your time pressures unrealistic? If yes, try to give warning of urgent jobs, meet regularly to review workload. |
Yes | No |
|
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. |
Yes | No |
Work Pressures - Low
|
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. |
Yes | No |
Relationships at Work
|
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. |
Yes | No |
|
Are relationships at work strained? If yes, encourage team working. |
Yes | No |
|
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. |
Yes | No |
|
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. |
Yes | No |
Support
|
If work gets difficult are colleagues/manager available to help and support? If no, explain how to raise concerns and call on your support. |
Yes | No |
|
Are you given supportive feedback on the work you do? If no, hold regular team meetings and be approachable and receptive to feedback. |
Yes | No |
Change
| Are you consulted / updated about changes at work that affect you? | Yes | No |
|
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. |
Yes | No |
|
Is there adequate consultation about workplace issues / changes? If no, give support to individuals during the change process. |
Yes | No |
Training
|
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. |
Yes | No |
Physical Demands and Work Environment
|
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. |
Yes | No |
|
Is your work environment adequate / comfortable? If no, where appropriate refer to Occupational Health for advice. |
Yes | No |
|
Is it free from hazards unacceptable levels of noise? If yes, encourage suggestions on how to improve work environment - and give these due consideration. |
Yes | No |
Other Issues
|
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. |
Yes | No |
| Signature (employee): | |
| Signature (assessor): |
Version: [1.0]
Issue date: [date]
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