Stress is a frequently used term which is rarely clearly understood. Around half of European workers consider stress to be common in their workplace. According to the European Agency for Safety and Health at Work (EU-OSHA), studies suggest that about half of workplace absences can be linked to stress. Like many other issues surrounding mental health, stress is often misunderstood or stigmatised. However, when viewed as an organisational issue rather than an individual fault, psychosocial risks and stress can be just as manageable as any other workplace safety and health risk. Many environments involve some form of pressure such as the need to achieve targets, the need to perform a task to specific standards and attain production targets etc. In fact, without some form of pressure being applied, it is difficult to achieve the best results in personal and business development. However, there are instances where too much pressure can result in the development of stress in an individual that can, in some cases, lead to what are called “Stress Related Illness”. In an EU survey of workers 19% cited stress as a key reason for staff turnover. In addition, 19% cited level of workload, 16% cited lack for support from line managers and 14% cited number of working hours as being the key reason for this turn over. Typical examples of this are:
- Where the workload of an individual is greater than they are able to carry out.
- Where excessive pressure is applied by management to meet targets with the threat of disciplinary action for failing.
- Where the work is beyond the capability of the individual to carry out e.g. through lack of training.
Legal Duties The Health, safety and Welfare at Work Act 2005 states all workplaces should have, a current, operational safety statement which outlines the hazards and risk in the workplace and control measures put in place to eliminate or reduce them. Some people are more vulnerable to stress than others. If someone who is more vulnerable to stress because of their circumstances is identified, the employer should look at the way their work is organised to see if there are ways to relieve pressures so that they do not become excessive. The employer can assume that all employees are mentally capable of withstanding a reasonable amount of pressure from work unless they have knowledge to the contrary. Risk assessment: It is wise for organisations to take this subject seriously and establish a frame work for dealing with stress related issues. Undertaking a general risk assessment which deals with stress related situations will form part of the basis of dealing with the situation. Some people are at higher risk of work related stress than others. These include those who:
- Work with valuables or medications.
- Work alone.
- Work in situations or roles where there is risk of violence.
- Are in positions of authority or enforcement roles.
- Work with those who suffer from mental ill-health and the elderly.
- Work with those who take drugs or alcohol.
- New and expectant mothers.
Control Measures: Precautions and controls which that could be introduced to help reduce or control occupational stress are listed below. Stressors relating to the demands of the job may be controlled by:
- Increasing the variety of tasks to reduce boredom.
- Realistic timescales for completion of work.
- Control of physical dangers in the workplace.
- Prioritise work and give notice of urgent or important jobs.
- Increase the scope of jobs for those who are over-trained.
- Match individuals to jobs.
- Provide training or further training for those who require it.
Stressors relating to the culture of the organisation may be controlled by:
- Developing a stress prevention and control policy.
- Corporate awareness and understanding of stressors, symptoms of stress and preventative measures to minimise stress in the workplace and prevent ill-health.
- Clearly defining the structure of the organisation.
- The allocation of resources throughout the organisation.
- Managers setting good examples and not working long hours.
- Encouraging employees to take time out during the working day i.e. lunch breaks.
- Consulting the workforce on updates
Stressors may also be controlled by considering support and the individual. This may involve:
- Providing an access point for help for those suffering from stress or concerned about their health or welfare.
- Monitoring sickness absence.
- Offering a counselling service.
- Introducing a return to work programme.
- Family friendly policies and flexible working patterns.
- Encourage a healthy work-life balance.
- Stress-awareness training.
- Training needs analysis.
- Appraisals and regular training for staff
We can provide an Employee Assistance Programme (EAP) with information for employees through online health and fitness assessments and management, as well as Stress Audit and Management information to assist employers. Call us at Peninsula Business Services (Ireland) Ltd for more details on 0818 923 923. Patricia O’Malley is a Technical Advisor working with Peninsula Business Services (Ireland) Ltd; who are Ireland’s leading provider of employment law and health & safety services.
