4. HSE GUIDANCE ON STRESS AND MENTAL HEALTH

Since 2004, the HSE has developed its Stress Management Standards and produced a range of publications aimed at getting employers to deal with stress in their workplaces.

The HSE leaflet, Securing management commitment, gives three reasons why employers should commit to tackling stress:

• the legal case: the law requires employers to tackle stress;

• the business case: tackling stress brings business benefits; and

• the moral/ethical case: tackling stress prevents ill health.

Chapter 3 of this booklet set out the legal case for employers to manage stress.

The HSE argues that the business case arises because work-related stress can have adverse effects for organisations in terms of:

• employee commitment to work;

• staff performance and productivity;

• staff turnover and intention to leave;

• attendance levels;

• staff recruitment and retention;

• customer satisfaction;

• organisational image and reputation; and

• potential litigation.

The general Unite union advises: “If stress is successfully tackled in the workplace, the organisation can enjoy a healthier workforce, lower absence due to sickness, improved performance and service, lower accident rates, and better internal and external relationships.”

On the ethical or moral case, there is convincing evidence that prolonged periods of stress, including work-related stress, have an adverse effect on health (see Chapter 1).

The HSE argues that employers should negotiate a stress policy with workers. Its model policy sets out the roles and responsibilities for tackling stress and emphasises the role safety reps can play.