STRESS RA

Individual / team stress risk assessment — clubSENsational
Private & confidential

Individual/team stress risk assessment form

(1-2-1 / team discussion document)

Complete during the meeting. Drafts stay in this browser only.

HSE toolkit Cover Demands Control Support Relationships Role Change Appendices Summary Sign off Summary PDF

The Health & Safety Executive (HSE) — supporting guidance

The Health & Safety Executive’s (HSE) Talking Toolkit provides useful additional guidance and support. The toolkit is designed to help managers have initial discussions with their employees as part of your organisation’s overall work-stress management approach, and can supplement this employee stress risk assessment form.

https://www.hse.gov.uk/stress/assets/docs/stress-talking-toolkit.pdf

Cover details & overall risk score

Overall risk score (please refer to the Appendices for guidance).

Workload and job demands

(How the employee/team perceives their ability to cope with the demands of their job, whether they feel they are provided with achievable demands in relation to their normal working hours and whether their skills and abilities are matched to their job requirements).

Stressor Observations / issues identified Severity (S) 1–5 · bar + number · App. I Likelihood (L) 1–5 · bar + number · App. I Score S×L + risk band · App. II–III Additional control measures By who By when
Discussion points:
  • On the whole, does your workload feel achievable?
  • Do you have clear priorities?
  • Do you have realistic deadlines?
  • Do you have sufficient resources to do your job?
  • Are your skills, training and knowledge sufficient to do your job?
  • Do you have any other concerns?
  • What improvements or support could be put in place to help with any of the issues discussed?

Job control

(How employees feel they are consulted over the way their work is organised, having regular opportunities to discuss and input into work/projects, the degree to which they are encouraged to utilise their skills and initiative to undertake their work, for example).

Stressor Observations / issues identified Severity (S) 1–5 · bar + number · App. I Likelihood (L) 1–5 · bar + number · App. I Score S×L + risk band · App. II–III Additional control measures By who By when
Discussion points:
  • Do you feel appropriately involved in how decisions about your role are made?
  • How well do you feel you have a say in how your work is organised?
  • Do you feel your opinions are listened to?
  • Do you feel that your skills and capabilities are used effectively? Could more be done/differently?
  • Do you have any other concerns?
  • What improvements or support could be put in place to help with any of the issues discussed?

Support, resources and communication

(How employees feel about the level of information and support from colleagues and their manager, knowing what support is available and how to access it, for example).

Stressor Observations / issues identified Severity (S) 1–5 · bar + number · App. I Likelihood (L) 1–5 · bar + number · App. I Score S×L + risk band · App. II–III Additional control measures By who By when
Discussion points:
  • Do you feel your company/working environment is a positive place to work?
  • Do you feel valued in the work you do?
  • Do you know what support is available to you?
  • Where might you go for support?
  • Do you believe there are suitable opportunities to discuss issues or pressures?
  • Any other concerns?
  • What improvements or support could be put in place to help with any of the issues discussed?

Work relationships

(How employees feel they are treated at work, the degree to which they feel they are subject to unacceptable behaviours, whether relevant policies and procedures are in place to report and address poor behaviours, for example).

Stressor Observations / issues identified Severity (S) 1–5 · bar + number · App. I Likelihood (L) 1–5 · bar + number · App. I Score S×L + risk band · App. II–III Additional control measures By who By when
Discussion points:
  • Are you exposed to, or subject to bullying or harassment at work?
  • Do you feel that open, honest communication is encouraged in the team/leadership/company?
  • Do you know where to go and what to do if you experience unacceptable behaviour?
  • Do you feel confident that steps would be taken to investigate and resolve any issues identified?
  • Do you feel there is any lack of recognition for diversity in the team?
  • Any other concerns?
  • What improvements or support could be put in place to help with any of the issues discussed?

Job role and conditions

(How employees understand their role and responsibilities, perceived clarity of role expectations, for example).

Stressor Observations / issues identified Severity (S) 1–5 · bar + number · App. I Likelihood (L) 1–5 · bar + number · App. I Score S×L + risk band · App. II–III Additional control measures By who By when
Discussion points:
  • Do you feel you are sufficiently inducted into your role?
  • Are you clear about your role and responsibilities?
  • Do you clearly understand your role/responsibilities?
  • Is your reporting structure clear?
  • Are you clear on your performance objectives?
  • How well do you understand how your role fits with the overall goals of the team/company?
  • On the whole, do you feel that your responsibilities are achievable?
  • Are there other demands outside your normal role which are affecting your main duties?
  • Any other concerns (e.g. length of commute? Having dull or repetitive work? Role interfering with an appropriate work/life balance?)
  • What improvements or support could be put in place to help with any of the issues discussed?

Job security & change

(How employees feel how change is communicated and managed in the company, whether they are provided with relevant and timely information so they understand the need and potential implications of change(s), the degree to which they are consulted about change, for example).

Stressor Observations / issues identified Severity (S) 1–5 · bar + number · App. I Likelihood (L) 1–5 · bar + number · App. I Score S×L + risk band · App. II–III Additional control measures By who By when
Discussion points:
  • Do you feel the company/leadership manages and communicates change sufficiently?
  • Do you feel you have sufficient opportunities to comment/influence change?
  • Do you feel you are properly consulted when changes are made which affect you and your role?
  • Do you feel the reasons for the change are explained well?
  • Do you feel you have sufficient time/resources to implement changes that affect your role/work?
  • What improvements or support could be put in place to help with any of the issues discussed?

Appendix I — Severity and likelihood measures

Severity measure — perceived scale of potential mental distress posed to the team/employee as a result of work-based stress (based on existing evidence)