Tackling Work Related Stress Aug 07

Each year in the UK there are over half a million instances of work-related stress resulting in absence from work, this costs UK employers an estimated £3.7 billion. Work-related stress is now the biggest cause of working days lost through occupational injury and ill health. Despite this rise in stress related litigation and Health and Safety Executive legislation, many employers still do not see stress as a high-profile management issue. 

 

Research carried out last year by the health insurer HSA found that of 700 UK companies, approximately two thirds had dealt with a case of employee stress in the previous year. The survey indicated that 69% of respondents felt that stress was not a high priority issue and was therefore only tackled on an ad hoc basis. Of those surveyed, 51% had no measures in place to help manage the problem if and when it arose. The survey also revealed that 96% of respondents believed that their employees’ physical health was affected by too much stress.

 

In 1999 The HSE passed a directive stating that employers are required to assess the risk of stress-related ill health arising from work activities and to take measures to control the identified risk.

 

There are relatively easy and cost effective ways to deal with stress at work, the simplest being an Employee Assistance Programme (EAP).  These policies have many guises, in their most simple form they are purely stress counseling help lines. However, employers wanting more comprehensive cover can include debt counseling, legal advice, web-based employee support, training guides and referral for face to face counseling. 

 

When selecting an EAP it is important to get a scheme that targets issues that affect the majority of the workforce rather than the minority. Most EAP’s will tackle personal crises such as bereavement, divorce, serious illness and drug or alcohol abuse. This is valuable support but it will only benefit a small proportion of staff. There are many other milestones in life with which we all need help and advice but do not always know the right place to start.  Although these milestones can appear fairly mundane they cause stress levels to rise and productivity is reduced.  Typically, these situations include moving house, getting married, juggling childcare and work, stopping smoking, role changes at work and planning for retirement. 

 

By having a policy that is relevant to the needs of the majority of the workforce the service becomes viewed as a valuable benefit. Training can also be provided under these policies for line managers to help them identify stress problems at an early stage and to help the employee find the right type of help.

 

An important reason for employers to tackle work related stress is the rapid increase in compensation claims in recent years. Having an EAP in place can actually protect a company from stress related claims. A Court of Appeal ruling in 2002 (Sutherland v Hatton) clarified that it is the responsibility of the employee to notify their employer should they be feeling stressed so that the employer has the opportunity to act. It went on to say that any employer who offers a confidential counselling service with access to treatment is unlikely to be found in breach of their duty care towards their employee.