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Workplace Stress: A Guide For Employers and Workers
Workplace Stress: A Guide For Employers and Workers
Please note
This information is for guidance only and is not to be taken as an expression of the law. It should be read in conjunction with the Workplace Health and Safety Act 1995, the Workplace Health and Safety Regulations 1998 and any other relevant legislation. Copies of the legislation can be purchased from Print Applied Technology: call (03) 6233 3289 or freecall 1800 030 940. It is also available on the Internet at www.thelaw.tas.gov.au This guide was produced by staff from WorkCover Tasmania and Workplace Standards Tasmania. We welcome your feedback on this guide. Send to: wstinfo@justice.tas.gov.au
Acknowledgements
We acknowledge that Workplace Stress: A guide for employers and workers includes material, the copyright of which is owned by Queensland Department of Justice and Attorney-General and which is reproduced with their permission.
Contents
What is workplace stress? ...................................................2 How can workplace stress effect your health? ......................3 Whats the effect of stress in the workplace? .......................5 Whats the law? ..................................................................6 What must an employer do? .................................................6 Evaluate results ................................................................10 Sample workplace stress policy .........................................11 What can a worker do? ......................................................12
A looking at management styles. Do you or your managers think youre being strong and directive, while really youre creating unreasonable demands on your workers? A looking for organisational change, unrelenting or unreasonable deadlines and workloads, uncertainty about job security, or poor or inappropriate work systems A looking at the physical work environment. For example, noise, temperature, vibration, dust and lighting can affect a workers comfort and performance, and might contribute to or worsen their response to other causes of stress A seeing if there have been changes in peoples behaviour and working relationships A looking for signs of stress (see How can workplace stress affect your health? on page 3) A considering if you have any vulnerable workers. This includes anyone in contact with the public (especially if there is likely to be verbal or physical confrontation), those with a lack of personal control over their work; or those whose skills dont match the job they are doing.
emotional support and positive feedback on their performance. This can cushion the effects of a demanding job or one where the worker feels they have little personal control. If factors in the physical work environment such as noise, temperature, vibration are an issue, consult with everyone in your workplace on ways to address these. If negative leadership styles cause or contribute to stress, provide regular feedback, training and information for you and your managers so they adopt a less demanding approach to managing workers. Make sure you and your managers are accountable for positive leadership. You should also provide regular training and information about the effects of stress on personal and workplace health and safety. Consider introducing a wellbeing program with initiatives that encourage workers to maintain their personal health. This can be as simple as encouraging lunchtime walking groups or other exercise/activities, promoting healthy eating, and supporting workers to stop or reduce smoking or drinking. For more information on workplace health and wellbeing, go to the Premiers Physical Activity Council at www.getmoving.tas.gov.au Support a worker experiencing stress If a worker tells you they are experiencing workplace stress, treat the matter seriously and confidentially. Support them in practical ways: look at their job demands and responsibilities, the resources and time they have to do their job, and any other organisational factors that may contribute to their feelings of stress. Work with them to find ways to address these. Encourage them to maintain their personal health, and see their doctor or a support service (see What can a worker do? on page 15).
Implement a policy
Develop and implement a policy on workplace stress. This should state: A that you take the threat of stress to personal and workplace health and safety seriously A the ways you will prevent stress from occurring in the first instance. See Use practical ways to manage workplace stress on page 9 as your starting point. More important than writing a policy is enforcing it, fairly and consistently. Workplace Standards, the unions or the courts will consider if or how your policy and practical measures for preventing stress have been followed (for example, if they have been applied to some workers but not others). You also need to make sure everyone in your workplace understands the policy and practical measures for preventing stress. You could conduct training and information sessions, or discuss them at a regular staff meeting. Cover them in your inductions for new workers, too. You may want to consider special training for managers or supervisors on how to implement your policy and practical measures for preventing stress. A sample policy has been included on page 12 for you to use as a guide when preparing one that suits your workplace needs.
Evaluate results
See if your policy, procedures and disciplinary action are reducing and managing stress. Some of these solutions may have an immediate effect, but others may take more time. Set a date to reconsider the issues and areas you looked at when identifying if there was stress in your workplace. For example, compare incident reports and absenteeism rates, talk to workers and employees safety representatives, and look at management styles and other organisational factors.
Workplace Stress A guide for employers and workers 9
This policy shows: A our commitment to health and safety in this workplace, and reducing the risks to the health and safety of all workers, contractors and visitors A our commitment to complying with the requirements of the Workplace Health and Safety Act 1995 and the Workplace Health and Safety Regulations 1998 A how we will prevent stress from occurring in the workplace.
Workplace stress is the physical or emotional reaction someone may have to unrelieved and intense pressures in the workplace environment. It creates a risk to personal and workplace health and safety.
Responsibilities
Employers/managers must ensure that workers are safe at work and free from risks to their health and safety. This means that employers/managers take reasonable and practical steps to ensure that factors in the workplaces under their control dont cause or contribute to stress.
Workers also have a responsibility to take reasonable care for their own health and safety. This means that if they recognise they are stressed, they ask their employer/manager for workplace solutions and support, and take care of their own wellbeing.
(Your business name) will identify all workplace factors that allow stress to occur, and use the hazard management process to eliminate stress or control the risks from stress.
(Your business name) will consult with workers, employees safety representatives and/or the OHS committee on this issue.
(Outline the specific actions you will take to address any factors in your workplace that could allow stress to occur.)
(Your business name) will provide regular training and information about the effects of stress on personal and workplace health and safety, and on the components of this policy.
(Include any support, whether internal or external, that you can provide workers experiencing stress.)
Date: ..........................................................................................................................................
Date to be reviewed:....................................................................................................................
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For more information contact Workplace Standards Tasmania Phone: 1300 366 322 (within Tasmania) (03) 6233 5343 (outside Tasmania) Fax: (03) 6233 8338 Email: wstinfo@justice.tas.gov.au