New ACAS Advice on Managing Stress
Acas has launched new advice for employers on managing stress after a third of British workers (33%) surveyed believe that their organisation is not effective at managing work-related stress.
Stress can lead to staff exhaustion, low morale and reduced productivity if it is not properly managed. The updated Acas guidance highlights how supportive management of stress can decrease work-related stress.
How Can Senior Leaders Help?
It's important to talk about stress and create an open and honest environment at work. When a manager becomes aware that someone is experiencing stress, they should arrange an informal chat in private. They should:
- Make time for the meeting during the working day
- Be open-minded about how the person might be feeling
- Ask open questions
- Listen to what they are being told
- Try to identify the cause of the stress
- Work together on possible solutions
- Be clear about confidentiality
If not properly managed, stress can cause:
- 'Burnout' (physical and emotional exhaustion)
- Anxiety
- Depression
Stress can increase the risk of physical illnesses. For example:
- Heart disease
- Back pain
- Digestive conditions like irritable bowel syndrome
- Skin conditions
How Should Work-related Stress Be Managed?
Having an open and honest approach to stress creates an environment where employees are able to talk about how they are feeling so that they can get the support they need.
You should manage work-related stress by:
- Talking about stress: managers should always be sensitive and supportive when talking about stress. If you know someone is stressed, an informal, confidential chat should be arranged.
- Keeping in touch if someone is away from work: when an employee is away from work because of stress, they should still be kept in the loop about things at work through regular contact in order to prevent isolation and to help with their return to work.
- Having return-to-work meetings: this is a good opportunity to discuss further support, a return to work plan, a stress risk assessment and to update them on what has happened in their absence.
- Making reasonable adjustments: if an employee is experiencing stress but is not disabled, the employer should still consider and discuss adjustments that can help, like flexible working hours or mentoring.
- Making an action plan: an action plan should include ways of reducing work-related stress, such as what the problem is, a solution, actions to achieve the solution and when this will be done by. This wellness action plan from Mind can be used.
Did You Know?
In an Acas survey, a third of British workers (33%) believe that their organisation is not effective at managing work-related stress.
Acas Chief Executive, Susan Clews, said:
“It is vitally important for employers to be able to spot and manage the signs of stress as it can lead to staff exhaustion, low morale and reduced productivity if it is not properly managed.”
Spotting Signs of Stress
Members of staff have a responsibility for their own health and wellbeing at work. They should speak to their managers as soon as possible if they are experiencing stress. Employers should also look out for signs of stress in their employees, such as:
- Low mood
- Tiredness
- Being easily irritated or short-tempered
- Having poor concentration
- Tearfulness
- Avoiding social situations or events
- Difficulty making decisions
Handsam Resources
E-training Courses: Managing Stress and Coping With Stress
RAS29 Risk Assessment Template: Stress
ST29 Workplace Stress Questionnaire