Dated: 13 Nov 2013
NOT PROTECTIVELY MARKED
POLICY TITLE: Stress Management
OWNING DIRECTORATE: Human Resources
AUTHOR: HR Central Team
CONTACT DETAILS: Customer Services Helpline, 101 ext 64111
EQUALITY IMPACT ASSESSMENT: Complete
AIM OF POLICY: To outline the intentions of Northumbria Police Force in relation to stress management and support.
BENEFIT OF POLICY: To create a safe and healthy work environment where stress related problems are identified at an early stage and are effectively managed. The benefits to Northumbria Police are a healthier workforce, improved attendance and performance, operational effectiveness, improved service delivery, fewer accidents and lower staff turnover, resulting in cost efficiencies.
REASON FOR POLICY: Northumbria Police has a legal duty of care to all officers and staff as per the Health and Safety at Work Act 1974, section 2. This includes mental health as well as physical health and safety. The Act requires employers to provide so far as is reasonably practicable a safe place of work; safe systems of work; and information and training. The Management of Health and Safety at Work Regulations 1999 require a number of provisions to be put into place, including a health and safety policy: suitable and sufficient risk assessments, and health surveillance. Northumbria Police is committed to protecting so far as is reasonably practicable the health, safety and well-being, (including mental health) of all staff and officers.
DESCRIPTION OF POLICY:
It is recognised that a stress reaction in the workplace is a health and safety issue and Northumbria Police acknowledge the importance of identifying and reducing workplace stressors. Northumbria Police is committed to implementing a stress management framework for all staff and officers throughout the organisation. The benefits will support individuals, the organisation, and the public.
Northumbria Police will:
consult with the appropriate representatives on all proposed action relating to the prevention of workplace stress.
endeavour to identify workplace stressors so far as reasonably practicable, and conduct risk assessments to eliminate stress or control the risks from stress. These risk assessments will be regularly reviewed to reflect changes in legislation and/or working practices.
manage stress through effective and sensitive management of workload and pressures.
endeavour to provide support via Occupational Health, (including confidential counselling) for staff affected by stress caused by either work or external factors.
review stress management in line with the Health and Well-being Framework.
monitor occurrences of stress, sickness absence, grievances and their outcomes.
endeavour to provide managers, officers and staff with the necessary support and guidance through the provision of training, information, instruction and supervision as identified in section 2 of the Health and Safety at Work Act 1974
promote a culture of consultation, participation, empowerment and open communication
SOURCE DOCUMENT: Health and Safety at Work Act 1974, Health and Safety at Work Regulations 1999, Chartered Institute of Personnel and Development (CIPD) Guidance on Stress, ACAS Advisory Booklet - Stress at work, Stress at work – a guide for safety reps by Unison. A guide for GMB Safety Representatives – Work Related Stress, HSE – Managing the Causes of Work Related Stress.
GROUPS AFFECTED: All officers and staff
ACCESS AND DISCLOSURE RESTRICTIONS: None
This instruction is designed to avoid discrimination and in accordance with the Human Rights Act 1998 and its underlying principles.