What the HSE Stress Management Standards should achieve

Demands — includes issues like workload, work patterns, and the environment

The standard is that:

• employees indicate that they are able to cope with the demands of their jobs; and

• systems are in place locally to respond to any individual concerns.

What should be happening/States to be achieved:

• the organisation provides employees with adequate and achievable demands in relation to the agreed hours of work;

• people’s skills and abilities are matched to the job demands;

• jobs are designed to be within the capabilities of employees; and

• employees’ concerns about their work environment are addressed.

Control — How much say a person has in the way they do their work

The Standard is that:

• employees indicate that they are able to have a say about the way they do their work; and

• systems are in place locally to respond to any individual concerns.

What should be happening/States to be achieved:

• where possible, employees have control over their pace of work;

• employees are encouraged to use their skills and initiative to do their work;

• where possible employees are encouraged to develop new skills to help them undertake new and challenging pieces of work;

• the organisation encourages employees to develop their skills;

• employees have a say over when breaks can be taken;

• employees are consulted over their work patterns

Support — Includes the encouragement, sponsorship and resources provided by the organisation, line management and colleagues

The Standard is that:

• employees indicate that they receive adequate information and support from their colleagues and superiors; and

• systems are in place locally to respond to any individual concerns.

What should be happening/States to be achieved:

• the organisation has policies and procedures to adequately support employees;

• systems are in place to enable and encourage managers to support their staff;

• systems are in place to enable and encourage employees to support their colleagues;

• employees know what support is available and how to and when to access it;

• employees know how to access the required resources to do their job; and

• employees receive regular and constructive feedback.

Relationships — Includes promoting positive working to avoid conflict and dealing with unacceptable behaviour

The Standard is that:

• employees indicate that they are not subjected to unacceptable behaviours, e.g. bullying at work; and

• systems are in place locally to respond to any individual concerns.

What should be happening/States to be achieved:

• the organisation promotes behaviours at work to avoid conflict and ensure fairness;

• employees share information relevant to their work;

• the organisation has agreed policies and procedures to prevent or resolve unacceptable behaviour;

• systems are in place to enable and encourage managers to deal with unacceptable behaviour, and

• systems are in place to enable and encourage employees to report unacceptable behaviour.

Role — Whether people understand their role within the organisation and whether the organisation ensures that the person does not have conflicting roles

The Standard is that:

• employees indicate that they understand their role and responsibilities; and

• systems are in place locally to respond to any individual concerns.

What should be happening/States to be achieved:

• the organisation ensures that, as far as possible the different requirements it places upon employees are compatible;

• the organisation provides information to enable employees to understand their role and responsibilities;

• the organisation ensures that, as far as possible, the requirements it places upon employees are clear; and

• systems are in place to enable employees to raise concerns about any uncertainties or conflicts they have in their role and responsibilities.

Change — How organisational change (large or small) is managed and communicated in the organisation

The Standard is that:

• employees indicate that the organisation engages them frequently when undergoing an organisational change; and

• systems are in place locally to respond to any individual concerns.

What should be happening/States to be achieved:

• the organisation provides employees with timely information to enable them to understand the reasons for proposed changes;

• the organisation ensures adequate employee consultation on changes and provides opportunities for employees to influence proposals;

• employees are aware of the probable impact of any changes to their jobs, If necessary, employees are given training to support any changes in their jobs;

• employees are aware of timetables for changes; and

• employees have access to relevant support during changes.

Source: Unite Work-related stress — guide for members

www.unitetheunion.org/uploaded/documents/Guide%20to%20work-related%20stress%20%28Unite%20booklet%2911-5105.pdf