Acas recently released new guidance for employers on effectively managing work-related stress. This was prompted by a survey it conducted earlier this year. The survey revealed that approximately 33% of workers believe their organisations are not effectively tackling the issue of stress in the workplace. It highlighted that 63% of employees were experiencing stress due to the escalating cost of living.
The Acas guidance identifies several factors at work that may contribute to stress, including conflicting demands, poor working conditions, lack of control or support, bullying, insufficient training, ambiguity in roles, low trust and organisational changes. It also acknowledges that personal circumstances, including bereavement, divorce, menopause, caring responsibilities, poor health or financial worries, might exacerbate work-related stress. Employees may not wish – and are not obliged to – disclose personal issues to their employers and employers do not need those details to provide support. The guidance suggests referring employees to an employee assistance programme (EAP), granting time off or agreeing temporary changes in role or working hours.
To address stress among their staff effectively, managers should ensure they are always approachable and available. This helps to create an environment in which employees feel able to speak honestly about feeling stressed, without fear of feeling judged or that they cannot “handle” their role. The guidance encourages employers to be vigilant for signs of stress among their employees, which include poor concentration, tearfulness, low mood, finding it hard to make decisions and avoiding social events. If a manager spots any of these indicators, they should initiate a private and informal conversation as early as possible. During these discussions, managers should be open-minded, ask questions and actively listen. Managers should keep any information the employee discloses confidential wherever possible. If there is a compelling reason to share information the employee has disclosed, the manager should explain who they are sharing the information with and why.
It will not always be possible to avoid an employee being off sick due to work-related stress. In a case where an employee is absent due to stress, their manager should agree with the individual how often they will keep in touch and review the level of contact regularly to ensure it does not overwhelm the employee. Once the employee is able to return, the manager should hold a return-to-work meeting to check what support they need. The mental health charity Mind has produced a wellness action plan, which Acas suggests can help managers talk to their employees about stress. For disabled employees, employers need to remember their duty to make reasonable adjustments. Acas also recommends employers discuss potential adjustments with non-disabled employees. Small and simple changes might make a significant difference and help to reduce the risk of an employee having to take time off work (again).
Acas points out that creating a positive work environment can help reduce work-related stress and can, in turn, provide benefits to an organisation, such as:
- making employees healthier and happier at work;
- improving performance and making employees more productive;
- reducing absence levels;
- reducing workplace disputes; and
- making the organisation more attractive to job seekers.
The guidance also recommends a number of steps employers can take to create a positive work environment. These include a clear policy on mental health and stress, albeit a policy will not solve any problems unless it is put into action and reviewed regularly. Employees should also take responsibility for their own wellbeing by taking regular breaks, communicating with their employer about sources of stress and taking up any available support. Peak holiday season is now upon us and employers and employees alike should remember the benefit of taking a well-deserved break, whether it takes the form of a staycation or a trip further afield!
