Quality standard

Quality statement 3: Identifying and managing stress

Quality statement 3: Identifying and managing stress

Quality statement

Employees are managed by people who are trained to recognise and support them when they are experiencing stress.

Rationale

Line managers are in regular contact with the employees they are responsible for, so they are in a good position to identify the early signs of stress. They can also help prevent the symptoms escalating into illness and sickness absence.

Quality measures

The following measures can be used to assess the quality of care or service provision specified in the statement. They are examples of how the statement can be measured, and can be adapted and used flexibly.

Structure

Evidence of arrangements to ensure that line managers are given training in how to recognise and support employees when they are experiencing stress.

Data source: No routinely collected national data for this measure has been identified. Data can be collected from information recorded locally, for example, training records and copies of training documentation.

Process

a) Proportion of line managers who are trained to use a stress risk assessment to identify and respond to sources of stress.

Numerator – the number in the denominator who are trained to use a stress risk assessment to identify and respond to sources of stress.

Denominator – the number of line managers in the organisation.

Data source: Data can be collected from information recorded locally, for example, training records and copies of training documentation. The Chartered Institute of Personnel and Development's annual health and wellbeing at work survey collects data on risk assessments or stress audits being carried out.

b) Proportion of line managers who are trained to recognise the causes of stress.

Numerator – the number in the denominator who are trained to recognise the causes of stress.

Denominator – the number of line managers in the organisation.

Data source: Data can be collected from information recorded locally, for example, training records and copies of training documentation. The Chartered Institute of Personnel and Development's annual health and wellbeing at work survey includes details of organisations that have trained line managers to identify and manage stress in their team.

c) Proportion of line managers who receive information on sources of support for stress both inside and outside the workplace.

Numerator – the number in the denominator who receive information on sources of support for stress both inside and outside the workplace.

Denominator – the number of line managers in the organisation.

Data source: Data can be collected from information recorded locally, for example, from induction and training records and copies of training documentation. The Chartered Institute of Personnel and Development's annual health and wellbeing at work survey collects data on the proportion of organisations that have managers who are confident to signpost staff to expert sources of help if needed.

Outcome

a) Identification of stress in employees.

Data source: Data can be collected from information recorded locally, for example, records of referrals and support offered to employees experiencing stress. The Chartered Institute of Personnel and Development's annual health and wellbeing at work survey collects data on methods used to reduce stress (including employee assistance programmes).

b) Support for employees experiencing stress.

Data source: Data can be collected from information recorded locally, for example, staff survey results, such as the NHS staff survey. The Chartered Institute of Personnel and Development's annual health and wellbeing at work survey includes details of organisations that have introduced flexible working options, changes in work organisation (such as job role adaptations) and training provided to build personal resilience.

What the quality statement means for different audiences

Organisations (senior management teams including the chief executive and departmental managers) ensure that line managers receive training in how to recognise and support an employee when they are experiencing stress. This includes how to develop workplace solutions to reduce the risk and knowing when to provide additional support. Support could include, for example, a referral to occupational health or elsewhere, both in and outside the workplace.

Line managers undertake training in how to recognise and support an employee when they are experiencing stress. This may involve using a stress risk assessment. They are also trained to develop workplace solutions to reduce the risk. In addition, they are aware of occupational health and other sources of support both in and outside the workplace and know when to refer employees to these sources of support.

Employees have a line manager who is trained to recognise when they are experiencing stress and knows what to do to help. Action could include, for example, making changes to how their job is carried out, or temporarily reducing the workload. It could also include referring them for support from occupational health or elsewhere, both in and outside the workplace. This will help employees to continue in work.

Source guidance

Definitions of terms used in this quality statement

Stress

Stress is the adverse reaction people have to excessive pressures or other types of demand placed on them. [NICE's guideline on mental wellbeing at work, terms used in this guideline]

Support when experiencing stress

Support can involve addressing work issues and understanding how to carry out a stress risk assessment. In addition, it can involve identifying internal services (such as occupational health services, if available) and external services that may be able to help. (The latter could include fitness for work occupational health services, an employee assistance programme or the employee's GP.) [Adapted from NICE's guideline on workplace health: management practices, recommendations 1.8.2 and 1.9.1 and expert opinion]