According to the World Health Organisation, stress is ‘the health epidemic of the 21st century’. It is one of the leading causes of absence from work in the UK.
Under UK health and safety legislation, employers have a duty to take care of the health, safety and welfare of their employees. This includes a responsibility to protect employees from the risk of stress at work by carrying out a risk assessment and acting on it. By recognising the signs and symptoms of stress in your workforce, your managers can play a big part in minimising this risk.
The law relating to workplace stress in the UK is scattered across a range of statutes and much of it has evolved from case law rather than legislation. It’s important for employers to keep up to date with the implications of recent cases as the law in this area is continually evolving.
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Bruce was a very engaging trainer, and very creative in his approach. He had his audience connecting very well. The training course was very interesting. Thank you, Bruce.
Your note was clear about the matter and was helpful in forming our review
I am highly appreciative of the advice and work I received from Joe Milner and the team at Loch Associates Group.
Joe assisted me with drafting complex supplier contracts and templates for my business and I cannot praise him enough. The work was thorough and Joe’s attention to detail showed he had taken time to really understand what was needed, suggesting ways to adapt them as necessary for our business.
All communications, including from the support team were clear and timely. It was interesting to hear they offer a retainer service, which means Joe can effectively work as the Company’s in-house counsel too, which is a useful service for a business of our size.
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With his first-hand experience in dealing with all kinds of medical emergencies; Bruce is not only able to provide us with the latest guidelines and techniques but also the kind of personal support you need when facing the stressful situation of how you will react during a medical emergency.
I was an attendee of the course and after talking to my colleagues who were there we have all said how eye-opening and informative it was. We found a more interactive approach was beneficial as we could relate and draw from our own experiences.
Thank you for the superb advice you have provided us with over the years.
Your approach is one of collaboration, taking your time to understand the issues, and our position, and then working proactively with us in a practical manner.
When I saw Bruce last year I was in a very bad place mentally. For me personally, he came into my life at the right time and if it wasn’t for him I really don’t know if I would be here today. He listened to me and made other people listen and changes were made for the better which helped me, as it improved my life for me. I am in a much better place now and happier in my work and it’s all thanks to Bruce.
I found this course to be excellent. The knowledge I have gained a be so useful for my work and personal. The learning exercises were so good too. It was also beneficial to discuss experiences with others.
Thanks for all your help. Very impressed with how you pressed the negotiations forward on Wednesday to allow us to reach a quick resolution.
Your note was very clear about the seemingly complicated and tricky matter and was very helpful in forming our view. Thanks again for your valuable advice and I look forward to working with you in the future.
A pragmatic and common-sense approach is a key factor in why I turn to the firm for advice.
This is one of the best courses I have been on. The content has been very relevant and practical which will help me in my role and also in my personal life. The instructors have been engaging; passing on their passion for this subject.
Being a new employer can be very daunting but she gave me the confidence to forge ahead with the process always explaining things in a straight forward manner.
Bruce was extremely knowledgeable and friendly and made the 3 days training really enjoyable. His experience as a paramedic gave us 100% confidence that we were receiving the best possible training.
What are the main causes of stress at work?
There are six main areas that can lead to work-related stress if they are not managed properly. These are: demands, control, support, relationships, role and change.
For example, workers may say that they:
- are not able to cope with the demands of their jobs
- are unable to control the way they do their work
- don't receive enough information and support
- are having trouble with relationships at work, or are being bullied
- don't fully understand their role and responsibilities
- are not engaged when a business is undergoing change
Stress affects people differently – what stresses one person may not affect another. Factors like skills and experience, age or disability may all affect whether a worker can cope.
What routine management tools can I use to identify and tackle stress in the workplace?
What are the benefits of managing work-related stress?
There are many benefits of managing work-related stress and mental wellbeing at work, for both employee and employer:
- lower risks of litigation – because you’re compliant with your legal duties
- improved customer care and relationships with clients and suppliers as a
- result of improved staff productivity and performance
- reduced staff absence and turnover resulting in lower costs associated with
- sick pay, sickness cover, overtime and recruitment
Benefits for individuals
- people feel more motivated and committed to their work
- morale is higher
- people work harder and perform better – increasing their earning power
- people feel they are part of a team and the decision-making process, so accept change better
- relationships, with managers and within teams, are better
- people are happy in their work and don’t want to leave
- line managers outwardly show their duty of care
- line managers demonstrate good management skills that could help their career development
- reduced staff turnover and intention to leave, so improving retention
- better absence management
- fewer days lost to sickness and absenteeism
- fewer accidents
- improved work quality
- improved organisational image and reputation
- better staff understanding and tolerance of others experiencing problems