Work related stress can have a damaging effect on a productivity, organizational image, profitability, and your employee's health.
Employees report that stress is the most common cause of long-term sickness absence and is the second most common cause of short term absence after minor illness. (CIPD, 2016)
Stress is not an illness, but it left unchecked can cause anxiety, fatigue, insomnia, relationship problems, emotional instability,
depression, excessive smoking, cardiovascular problems, excessive
alcohol consumption, drug abuse, eating disorders, and suicide.
Early intervention is highly recommended not only for ethical and legal reasons but also to prevent
- reduced employee commitment & engagement
- poor performance & productivity
- poor relationships with colleagues
- high staff turnover
- stress related claims
- difficulties recruiting staff
- customer complaints
- poor company reputation
Business have a legal responsibility to minimise the risk of stress -
related illness to employees, as stipulated by the Health and Safety
at Work Act (1974) and Management of Health and Safety at Work
Bell Work Health can assist you in working proactively to prevent stress in your organisation. Comprehensive stress audits may be conducted on your behalf and advice may be given on stress policy development and how to conduct stress risk assessments.
In addition we can meet staff for stress related consultations
and where appropriate guide them to reduce their difficulties
by using a cognitive behavioural approach. This intervention is
particulary good for those who:
- have a workplace phobia / anxiety response
- are absent from work and have developed avoidance behaviour
- have low confidence
- are having difficulties with work colleagues / experiencing conflict
Our trained occupational health practitioners are particularly suited to
providing this service, as by attending and understanding the workplace,
where necessary, they can assist the employee to look at negative thinking
and maladaptive behaviours which may be contributing to their stress.
Additionally by liaising with management and explaining which workplace
factors may be causing the problem, managers gain a better understanding
of the individual's difficulties. This in turn increases the managers confidence
in managing the case and helps the manager to cope with their own stressors.
Reports detailing fitness to return to work and advice on measures
to achieve a successful return may be provided to management
by an agreed date.