Policy on work-related Stress
Introduction
The BBC is committed to protecting the health, safety and welfare of our staff and
we recognise that work-related stress is an important issue. The aim of this policy is
to help staff and managers identify, manage and control stress at work. It does not
specifically cover trauma, which is a small but significant part of stress at work.
Trauma refers to the emotional, psychological or physical harm that can result from
incidents that are outside an individual’s usual experience. Information on how to
deal with traumatic stress can be found on the myRisks website or you can contact
your HR manager for advice.
The BBC recognises that it is sometimes difficult to separate out the effects of work-
related stress from those of non-work related stress. While this policy only covers
work-related stress we will deal sympathetically with staff whose domestic
circumstances or state of health make it difficult for them to cope temporarily with
the pressure of work.
Definition
The Health and Safety Executive defines stress as “the adverse reaction people have
to excessive pressure or other types of demands placed on them.”
What triggers stress and the capacity to deal with stress varies from person to
person. Individuals react differently to pressure in different situations and at
different stages of their lives. Usually, however, individuals cope well with short-term
pressure – indeed some pressure can be positive and motivating – but find it more
difficult to cope with long-term, intensive pressure.
Stress is not an illness but, if experienced for a prolonged period, can contribute to ill
health such as anxiety, depression, ulcers, heart disease and alcohol and drug
dependency.
Signs of stress
The outward signs of stress will vary from individual to individual. Reponses to stress
may be emotional, behavioural, cognitive or physical, and can alter the way a person
feels, thinks and behaves. Signs of stress include changes in a person’s mood or
behaviour, such as deteriorating relationships with colleagues, irritability,
indecisiveness, absenteeism, reduced performance or complaints about health. In
particular, significant levels of absenteeism for what appears to be minor health
problems could be brought about by work-related stress.
Causes of work-related stress
The causes of stress will vary from individual to individual. The Health and Safety
Executive have identified six broad factors that can contribute to work-related stress:
Demands - staff can feel overloaded if they think they are not coping with the
workload, work patterns or type of work they are asked to do.
Control - staff can feel disaffected if they perceive they have no say over how and
when they do their work.
Role - staff can feel dissatisfied if they do not understand their role within their
organisation.
Relationships - staff may find relationships difficult to manage if they feel there are
no clear systems in place for promoting positive behaviour and dealing with
unacceptable behaviour.
Support - staff may feel they are not supported if they do not know what help is
available and if they do not receive regular feed-back.
Change - staff can find change difficult to cope with – especially if it is not managed
and communicated in a timely manner.
Responsibility for Managing Stress
BBC
The BBC wants to ensure that work-related stress is taken seriously and that it is not
seen as a “taboo” subject. We have a number of initiatives and policies that can help
staff manage their working lives. These include:
The Feedback & Development framework which encourages regular feedback about
job performance. (http://tools.gateway.bbc.co.uk/feedbackanddevelopment)
Our policy on flexible working (http://tools.gateway.bbc.co.uk/flexibleworking ).
myRisks (Health & Safety) which offers practical advice on how to deal with stress
(http://home.gateway.bbc.co.uk/myrisks/main.asp?page=4663).
Workshops for managers and staff and management training, including the
leadership programme (see learn.gateway for more information).
BBC staff also have access to free and confidential counselling on any issue,
including work and non-work related stress, through BUPA. For more information
please go to http://home.gateway.bbc.co.uk/benefits/main.asp?page=103.
Managers
Managers should assess the risks in the work they control and take action to
eliminate, or reduce, its harmful effects – including stress. The assessment should
take into account the HSE factors outlined above, what is in place to control them
and whether further action is needed.
In assessing the risk, managers are generally entitled to assume that staff can
withstand the normal pressures of the job and to take what they say at face value.
As in other broadcasting organisations, some activities in the BBC are often carried
out within a highly challenging and intense environment – and many staff thrive in
these situations.
Managers need to be aware that individuals with certain pre-existing health problems
may be at increased risk. If a manager is aware that an individual may be at
increased risk they should seek advice from Occupational Health or HR.
Staff
If a member of staff believes that they may be experiencing work-related stress they
should seek assistance as early as possible by talking to their line manager or
contacting Occupational Health.
Process for managing stress
If a manager becomes aware that a member of staff may be experiencing work-
related stress, the manager should in the first instance talk to the member of staff
and try to address their concerns. Often advice and reassurance from line managers
and colleagues can be the simplest and most effective way of helping staff who may
be experiencing stress. If appropriate managers should also consider the way the
work is organised and managed, taking into account the possible causes of stress
outlined above.
If an individual is experiencing serious and immediate problems their manager may
need to encourage them to seek further help through their doctor, and obtain further
advice on how to manage the situation in the workplace by referring them to the
occupational health department
(http://home.gateway.bbc.co.uk/myrisks/main.asp?page=4567 ).
Sometimes stress can lead to long term ill health. These cases should be managed
using our sickness procedure.
In a minority of cases stress can cause health problems that come under the
definition of disability in the Disability Discrimination Act. If a manager is unsure of
whether a stress-related illness amounts to a disability they should refer the
individual to Occupational Health. The BBC has a separate procedure on retaining
disabled staff which should be followed once it has been established that an
individual is disabled; this can be found on:
http://home.gateway.bbc.co.uk/peoplepolicies/main.asp?page=347
Legislative background
Employers have a legal duty to asses the risk of work-related stress and to take
measures to control these risks.
The Health & Safety at Work etc Act 1974 requires employers to secure the health
(including mental health) and safety of employees whilst at work and, among other
things, provide a safe place to work; ensure safe systems of work and provide
information and training. This includes taking steps to make sure that employees do
not suffer stress-related illness as a result of their work. The Act also requires
employees to take reasonable care of their own health and safety and that of others
and to co-operate with the employer in discharging their duties under the Act.
In addition, under The Management of Health & Safety at Work Regulations 1999,
employers are required to carry out a suitable assessment of the health and safety
risks to which their employees are exposed whilst at work. This includes assessing
the risk of stress-related ill health arising from work activities and to take measures
to control the identified risk.
Employee Relations and Policy
December 2005
