Assess the work environment for the presence of stressors, planning ahead and taking action to control and minimise risk to employee well-being.
Ensure good communications and a supportive environment.
Ensure adequate preparation, briefing and training for new roles and responsibilities.
Undertake regular (at least two yearly) appraisals and departmental risk assessments.
Listen to a member of staff who says they have a problem.
Identify and try to remove barriers that may prevent a member of staff from being in work.
If a member of staff takes sickness absence, contact them in accordance with the absence policy guidance and discuss how you could help support them back into work
Identify stressors, especially if a member of staff is off sick with stress or mentions stress.
Mitigate against stress where possible.
Be aware of staff displaying symptoms of stress and take action at the earliest opportunity.
Work with the member of staff to find a solution.
Refer the member of staff to support services as appropriate, including the Occupational Health Service and/or the Staff Counselling Service.
Seek advice from your HR team, as appropriate.
Staff
Tell someone if you are not coping with work or feeling stressed (even external stress).
Try to recognise your own training and development needs and communicate these to manager.
Discuss your stress-related issues with your manager, Occupational Health, Staff Counselling and/or Union Representative.
Co-operate with management to enable them to meet their responsibilities.
Make full use of measures put in place to minimise stress at work.
Act on the advice given by the Occupational Health Service and your GP.
If you take sickness absence keep in contact with your manager in accordance with the absence guidance.
Work with your manager to resolve the problems/identify stressors.
