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Summary of Actions


  • 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.


  • 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.