Work Related Stress

Management of Work Related Stress

Approved by SLS H&S Management Committee on 3/11/06
Minor amendments to wording on 8/6/16

This document sets out the procedures implemented in SLS to manage work related stress in accordance with University Safety Policy Arrangement 30/2005 (rev. 2010): Stress Management at Work.

1. Generic stress risk assessment will be made available on the SLS Safety website.

2. Personnel are expected to famialiarise themselves with the relvant assessment.

3. If an individual, or group of individuals, considers the generic risk assessment not suitable and sufficient, they should inform their Line Manager who will raise the issue with Human Resources. If reporting to their Line Manager is not appropriate, the individual, or group of individuals, may contact Human Resources directly.

4. Generic risk assessments will be tailored to individual requirements upon request. Where focus groups or independent facilitators are deemed necessary, this will be arranged by Human Resources.

5. Those identified in the stress risk assessment process as being responsible for the implementation of “further action” are expected to ensure this is carried out to the satisfaction of all relevant parties.

6. Stress risk assessments will be reviewed every three years or more frequently if circumstances demand.

7. Staff should communicate concerns to their Line Manager, who is expected to be actively supportive towards staff working under pressure and take measures to avoid excessive stress levels within their group or team. If reporting to their Line Manager is not appropriate, the individual may contact Human Resources directly.

8. As with any case of absence from work, individuals who take sickness leave as a result of stress at work report it to their Line Manager as per the recognised absence reporting procedures.

9. All personnel will be given the opportunity to attend local stress management and related professional development courses when available.

10. The School’s stress management programme will fully utilise the University’s existing management policies/guidance and support systems.

11. Human Resources will monitor the efficacy of this policy and report back to the School Board periodically.