Work related stress and the duties of UK employers
Treat stress risk assessment as part of managing work, not an optional wellness benefit. Assess the risk and act on what is found.
The performance question
A policy can exist while unreasonable demands remain unchanged. The board should understand who assesses work related stress, how staff contribute and how actions are tracked. Legal application can vary with jurisdiction and circumstances, so use appropriate advice rather than treating a briefing as a compliance opinion.
What the evidence supports
HSE states that employers have a legal duty to protect workers from stress at work by carrying out a risk assessment and acting on it. Its six areas of work design provide a practical framework for identifying sources of risk.[1]
A practical approach
Ask the responsible leader for the assessment process, recent findings and outstanding actions. Check involvement from employees and representatives and whether the assessment covers different roles and locations. Allocate resources to control identified demands and provide individual support where needed. Verify the applicable requirements for operations outside HSE’s jurisdiction.
How to review progress
Review action effectiveness, not merely the presence of a policy or a survey. Escalate significant uncontrolled risks promptly. Do not present an employee assistance programme, awareness event or completed training record as proof that the duty has been discharged.
Sources and references
- Work related stress and how to manage it Opens in a new tab
Health and Safety Executive
Overview: employer duties and six areas of work design