Stress Reduction Policy
Policy and Guidelines
Argyll and Bute Council
Stress Reduction Policy
INTRODUCTION
Argyll and Bute Council places a high value on the physical and mental health of its
employees and is committed to measures that encourage a healthy workforce. As a
responsible employer with a duty of care to its employees, Argyll and Bute Council seeks to
gain a balance between organisational and personal pressures and demands. We all vary
in our capacity to cope with different types of pressure, some levels of pressure, even when
high, can be motivating and a challenge. Pressure that we can respond to effectively is
likely to lead to job satisfaction, however pressure at a level we cannot cope with, or even in
some cases too little pressure or challenge are likely to result in stress for the individual.
Currently there is no definitive legal or medical concept of stress, however the Health and
Safety Executive have defined stress as being “the reaction people have to excessive
pressures or other types of demand placed upon them, it arises when people feel they
cannot cope”. The Council recognises that work place stress is harmful to the well-being of
individual employees and consequently has a detrimental effect upon services. It will
therefore seek to ensure that stress is prevented and that appropriate guidance and
assistance is available to managers and employees.
The Council believes that stress reduction forms an integral part of the organisation’s culture
and way of working. Primary responsibility for managing stress lies with the Council as an
employer through the promotion of appropriate values and with management through the
implementation of effective management practices which collectively prevent/reduce the
likelihood of stress.
Individual employees also have a clear responsibility, with a duty to themselves and to
others to minimise stress by behaving responsibly, acting reasonably and reporting any
concerns regarding stress to management.
It should be emphasised that the Council does not regard stress as an inevitable
consequence of employment or as a sign of individual weakness or incompetence.
Employees suffering from stress and stress related illness will be fully supported and
encouraged to seek help and will not be subjected to discrimination in any way. Sources of
help are detailed in the employees’ guide to stress reduction.
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POLICY STATEMENT
The Council is committed to a course of action aimed at increasing
understanding and awareness of stress and mental health problems at work.
The Council will take reasonable action to combat the causes of workplace
stress.
The Council aims to help staff at all levels manage stress in themselves and in
those they manage by early recognition and appropriate intervention. The
Council will provide advice, guidance and awareness training.
The Council will provide adequate and prompt critical incident debriefing and
subsequent counselling, when necessary, to employees who, through their jobs,
have witnessed or dealt with traumatic incidents.
RESPONSIBILITIES
MANAGEMENT
Ensure that all Council employees have the appropriate levels of skills and qualifications
by promoting and encouraging best practice for all types of recruitment.
Ensure good communications between management and team members, especially
during periods of organisational change and foster a supportive environment within which
stress and mental health issues can be discussed.
Ensure staff are coached, trained and developed to handle new job responsibilities and
transitions to new roles through the Performance Development Review and departmental
training plans.
Regularly review objectives and priorities e.g. through participation in Performance
Development Review; regular meetings with staff; “cascades”.
Ensure effective time management by monitoring working hours, overtime workloads and
travel schedules of team members and ensuring use of holiday entitlements.
Support the Council’s Performance Development Review policy and ensure that reviews
are held in accordance with the policy.
Be aware of/identify performance/behaviour which may be early signs of stress in team
members and seek timeouts guidance from departmental HR as to the appropriate
course of action.
Support the Council’s policy on Equal Opportunities with particular regard to the
procedure for dealing with harassment or victimisation.
Monitor the incidence of stress related illness and report to departmental HR on a
quarterly basis.
Be aware of how behaviour/management style can impact on team members.
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Attend stress reduction training courses.
Be aware of management’s responsibilities under statutory legislation, e.g. Health and
Safety at Work Act 1974; Management of Health and Safety 1992; the Working Time
Directive and know and understand personal responsibilities.
Support employees having access to HR for initial assessment, independent advice and,
if necessary, counselling on an unidentified basis, without censure.
Promote and encourage best practice for all types of recruitment with a view to ensuring
that Council employees have the appropriate level of skill and qualifications.
Conduct and implement recommendations of risks assessments within their jurisdiction.
Be vigilant and offer additional support to a member of staff who is experiencing stress
outside work, e.g. bereavement or separation.
HR SERVICES
Give guidance to managers on the stress policy and help managers and individuals look
at employment options to ensure a quality process when dealing with stress.
Ensure appropriate match between individuals and their jobs by providing training and
support in selection and assessment techniques.
Advise managers and individuals on training requirements, e.g. stress reduction, skills'
development.
Provide ongoing support to managers and individuals in a changing environment and
encourage referral to occupational health or helping agency where appropriate.
Give guidance and advice to managers on matters related to the Equal Opportunities
policy.
Implementation of the Stress Reduction Policy across the Council.
Monitor the effectiveness of the Policy reporting findings to trade union representatives.
Ensure Managers adhere to recommendations for managing absence monitoring as
described in the Managing Absence Policy.
Provide advice and guidance to managers on good general management practices.
Monitor the policy’s application throughout the Council and report annually to the
appropriate Council Committee.
Consider range of possible interventions to support an employee who has been absent
from work with a stress-related illness for a period of 10 working days and take
appropriate steps.
Provide specialist advice and awareness training on stress.
Train and support managers in implementing stress risk assessments.
Support individuals who have been off sick with stress and advise them of their
management on a planned return to work.
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Refer to workplace counsellors or specialist agencies as required.
Monitor and review the effectiveness of measures to reduce stress.
Inform the employer and the safety committee of any changes and developments in the
field of stress at work.
EMPLOYEE
Recognise your training and development needs and responsibility for well-being and
development within the job.
Accept opportunities for counselling when recommended.
Participate fully in the Council’s Performance Development Review.
Be aware of and adhere to the Council’s Equal Opportunities policy.
Be aware of and adhere to the Council’s Stress Policy.
SAFETY COMMITTEE
The Safety Committee will perform a pivotal role in ensuring that this policy is implemented.
The Safety Committee will oversee monitoring of the efficacy of the policy and other
measures to reduce stress and promote workplace health and safety.
In addition to these responsibilities the Council would encourage employees to assist with
the effectiveness of the Policy by identifying early signs of stress in colleagues and offer
support by advising the employee to contact their line manager or Personnel Services.
Employees are encouraged to discuss their own stress related issues with their manager or
Personnel Services to enable early support and/or intervention.
ELECTED MEMBERS
Be aware of the Council’s responsibilities under statutory legislation, e.g. Health and
Safety at Work Act 1974; Management of Health and Safety 1992; the Working Time
Regulations and know and understand personal responsibilities. (H&S to check legislation)
Support the Stress Reduction Policy and ensure the provision of adequate resources,
where necessary to contribute to the effectiveness and success of the Policy.
Observe the management structure within departments and direct concerns regarding
service delivery to the appropriate Director/Head of Service or head of function at area
level.
Attend stress awareness training course.
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IMPLEMENTATION OF POLICY
The Council gives a commitment to implement the policy through the following:
In order to help employees manage their stress, work-
related or otherwise, the Council will endeavour to
recognise the early signs and take appropriate action.
Any apparent incidence of work related stress reported
to line management or departmental HR, or identified
through medical certificates, will be investigated by an
appropriate officer who will report their findings to one of
the employee’s departmental Chief Officials.
An employee may request to remain anonymous and the
details of their case, where possible, will be kept private
and confidential. However confidentiality cannot be
maintained should he/she be required to give evidence
at a disciplinary hearing. The employee would be
consulted and any comments made by him/her would be
taken into consideration before the details of the case
were disclosed.
Line managers will be trained in the management of
stress and will be responsible for identifying early signs
in staff and to speak to the employee to ascertain if the
employee is indeed experiencing stress and if so, can
the Council support the employee.
Similarly, departmental HR Officers will be trained in the
management of stress and will be responsible for
identifying early signs through the monitoring of sick
lines. Any concerns will be raised in a confidential
manner with the employee to ascertain whether the
employee is under stress and if the Council can support
him/her. The situation will be monitored until it has been
resolved.
Where a range of interventions have been unsuccessful
in resolving any stress related matters, it will be
necessary to consider implementation of disciplinary
procedures against the alleged stressor at the discretion
of the Chief Executive or his/her Executive Director/Head
of Service. This will not normally be invoked unless the
employee agrees to provide formal evidence to a
hearing.
The number of stress-related illnesses will be reported
on a quarterly basis to departmental HR for monitoring
and reporting to the Management Team and appropriate
Council Committee twice per year with the absence
statistics.
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RELATED POLICIES AND PROCEDURES
Addiction
Equal Opportunities incorporating Harassment/Victimisation/Bullying
Job Sharing
Absence Monitoring
Performance Development Review
Disciplinary Procedure
Grievance and Disputes Procedure
Guidelines - Conduct of Employees
Flexitime Scheme
Phased Return to Work
Health and Safety Policy
Recruitment
Helping Agencies
Employee Counselling Service
The Council provides a face-to-face counselling service to all employees through the
Employee Counselling Services, which offers free, confidential counselling in Glasgow or
Lochgilphead. Telephone counselling can be provided to those who cannot easily attend an
appointment, or to those who have an immediate need for counselling. Appointments can
be made by telephoning 0800 435 768.
The Employee Counselling Service can offer employees a gateway to professional advice
and support for debt or legal problems from their telephone Helpline number 0800 389
7851.
The Employee Counselling Service can also offer advice to managers on managing
sensitive or difficult situations by telephoning the helpline on 0800 389 7851.
Argyll Couple Counselling - 01631 563297
Family Mediation (Argyll and Bute) - 01631 570101
Kintyre Alcohol and Drugs Advisory Service - 01586 553555
Mid-Argyll Council on Alcohol and Drugs - 01546 602880
Oban Council on Alcohol and Drugs - 01631 566090
Bute Council on Alcohol and Drugs - 01700 505855
Dunoon
Lorn Counselling Service - 01631 566666
Cruse Helpline (bereavement) - 0870 167 1677
helpline@cruse.org.uk
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