An Underestimated Hazard: Completing a Risk Assessment for Stress

As rates of burnout and stress-related illnesses continue to rise, protecting the psychological health and safety of employees has become a focus area for many businesses. A foundational part of achieving this is through conducting (or reviewing) your risk assessment for stress in the workplace.

In this article, workplace wellbeing experts, Luminate explore the ‘what, why, and how’ of conducting a risk assessment for stress – entreating HR and Health & Safety teams to think about workplace stress as a valid, serious hazard and manage its risks accordingly.

What is a risk assessment?

Let’s start at the beginning. Conducting a risk assessment refers to the systematic process of identifying and mitigating (to the best of the employer’s ability) potential risks to employee health and safety.

This process should be recorded in a document, logging all potential hazards in that workplace and what the employer has done to prevent or significantly reduce the risk of harm.

In the UK, completing a risk assessment is a legal requirement for companies of five or more employees under the Health and Safety at Work Act (1974) and the Management of Health and Safety at Work Regulations (1999).

Why include stress in risk assessments?

Carrying on in a similar vein – legally, it is part of an employer’s duty of care to protect employees from both physical and psychological injury at work (as far as is reasonable and possible). According to the Health and Safety Executive, stress and any work activities that may cause stress-related ill-health should be specifically addressed in a risk assessment.

Unfortunately, stress is a common symptom of modern work that, if left unaddressed, can significantly damage the wellbeing of a workforce. Prolonged exposure can lead to physical illness (for example, exacerbating existing health conditions, damaging cardio-health, and denting immune health) and instances of mental ill-health (with links to anxiety, depression and, of course, burnout).

Recognising stress as a serious workplace risk is essential. Ignoring it could even put your organisation in legal hot water. Not to mention the above’s ripple effect on your workforce’s productivity, morale, rates of sickness, absence and presenteeism, and staff turnover.

Taking a proactive approach to occupational health and safety – through completing a risk assessment and acting on it – is the best way of ensuring a safe working environment for all, both physically and psychologically.

How to complete a risk assessment for stress in the workplace

Now that we’ve underscored the significance of managing workplace stress, let’s take you through the process of conducting your own risk assessment for stress:

Step 1: Identify stressors

Begin by identifying potential stressors or triggers in the workplace. For example, these may include high workload, organisational change, lack of support, bullying, or lack of clarity around roles and responsibilities.

When gathering this information, consider asking your employees about their stress levels, what the biggest contributors to stress in your workplace are, and where your staff would benefit from additional support. Conduct a survey or host focus groups to help you understand how stress manifests in your workplace and identify any issues to be tackled.

Step 2: Assess the risk

Evaluate the likelihood of harm caused by each, individual stressor, considering factors such as frequency or duration of exposure (to the stressor), who might be harmed, and whether certain groups or individuals are more susceptible (to the stressor) than others. This should help inform what control measures you decide to put in place.

Step 3: Control measures

Develop control measures to minimize or eliminate identified stressors. This may involve implementing policies, procedures, or interventions aimed at reducing workplace stress.

Some examples of this might include providing training on stress management, creating an anti-bullying policy, promoting work-life balance, providing clear, regularly reviewed job descriptions, redesigning a role, and offering flexible working.

Step 4: Record your findings

Keep track of the risks identified and how the company has dealt with them in a written or electronic document. This should cover:

• the hazards (things that may cause harm)
• who might be harmed and how
• what you are already doing to control the risks
• what further action you need to take to control the risks
• who needs to carry out the action
• when the action is needed by

Health and Safety Executive provide some helpful risk assessment templates and examples to get you started.

It is important to keep your risk assessment up to date to reflect any changes in the business and to regularly review the effectiveness of control measures and adjust as necessary.

Continuing to manage stress in the workplace

Managing workplace stress requires a multifaceted approach that encompasses both proactive and reactive measures. Proactively addressing stress – as you are when you conduct a risk assessment for stress and act upon it – and fostering a supportive work environment are a large part of this puzzle.

Reactive measures too – for example providing support for individuals experiencing chronic stress and burnout, like access to counselling services, time off to recover, or training for team leaders to manage such situations confidently and effectively – can be anticipated and prepared for (to a certain extent) through the exercise of a risk assessment.

By identifying stressors, assessing risks, and implementing effective control measures, organisations can create a healthier, happier, and more productive workforce. Taking proactive and reactive measures to manage workplace stress not only benefits employees but contributes to the long-term success and sustainability of the organisation.