INDIVIDUAL STRESS RISK ASSESSMENT and ACTION SHEET

Employee Name..Date of Assessment

Business Unit.

Name & Title of Person Undertaking Assessment .. .

The following assessment should be completed by the Line Manager.

An assessment is indicated if an employee states that he/she is suffering from work related stress or if it is recommended by
Occupational Health. The questions are part of a supportive process to assist managers in identifying hazards, evaluating the risks
and recording findings and proposed actions. The assessment should be carried out with the employee present.

It is important for the employee to understand that the risk assessment is focussing on organisational risk factors and
reducing the risk of these causing or exacerbating work-related stress

Question Yes No Possible Action/s Agreed Action/s

1 Role Definition: Ensure duties and responsibilities
Is the role clearly defined. expected are not excessive and
Are duties and responsibilities clear demands are not unreasonable
Does the employee know how to do the Clarify goals and objectives for the
job? job/role - ensuring no ambiguity
Is the role clearly linked to goals and Build in the opportunity to provide
objectives for the department regular clear feedback on
performance
2 Control: Where practicable, enable
Does the employee have any say in employee to exert autonomy within
how to do and plan their work role
Can employee set own work speed Encourage delegation and
Can employee decide when to take a empowerment of others
break.

3 Work Pressures High:
Are deadlines within role achievable.
Is employee expected to work
excessive hours.
Are time pressures unrealistic.
Is the employee subject to work
demands from different groups/people
that are hard to combine
4 Work Pressures Low:
Is the work boring, monotonous or
unchallenging
5 Relationships at Work:
Could role/job be subject to personal
harassment in the form of unkind words
or behaviour.
Could relationships at work be strained.
Is there a high probability of friction and
anger between colleagues.
Encourage training to support
delegation (to individual and team)
Offer support in prioritising tasks
and cut out unnecessary work and
bureaucracy
As far as is reasonably practicable
give warning of urgent jobs
Assist in the scheduling of work to
ensure adequate and appropriate
resources
Ensure job demands are matched
in terms of quantity, complexity and
intensity to the individuals skills
and abilities
Support employee when
undertaking new and unfamiliar
tasks
Meet regularly to review workload
Avoid encouraging staff to work
long hours, take work home or
build excessive time in lieu
Encourage employee to take
annual leave allowance
Where reasonably practicable,
rotate boring and repetitive jobs
Where possible increase the variety
of tasks through projects ?
Encourage team working
Encourage team members to give
open and honest feedback to each
other
Demonstrate and encourage
appreciation of others and
difference
 Is there a high probability of bullying
and harassment in job/role
6 Support:
If work gets difficult are
colleagues/manager available to help
and support.
Is employee given the opportunity of
supportive feedback on the work they
do
7 Change:
Is the employee consulted / updated
about changes at work that affects them
Is the employee clear about how the
change will affect them in practice.
Is there adequate consultation about
workplace issues / changes
8 Training:
Promote an atmosphere of mutual
respect
Ensure all staff are aware that
inappropriate behaviour at work will
not be tolerated.
Refer to the policy Relating to
Bullying & Harassment at work and
attend the training to support this
policy
Seek the support of Personnel if an
allegation of Harassment or Bullying
is made
Explain how to raise concerns and
call on your support
Encourage and enhance team
working. Ask the Education and
Training Department for support
with any relevant training where
necessary
Hold regular team meetings
Be approachable and receptive to
feedback
Ensure clear and appropriate
communication on proposed
changes
Ensure the individual understands
the reasons for change and the
likely timescales
Ensure adequate consultation
wherever possible and provide
opportunities for comment and
input.
Give support to the individual during
the change process
Provide training as required
 Is additional training required to support
the individual in undertaking job/role
9 Physical Demands and Work Environment
Does role involve excessive physical
demands such as heavy lifting; standing
for long periods of time; repetitive
movements that may cause concern
Is the work environment satisfactory /
comfortable
Is it free from hazards such as
unacceptable levels of noise.
10 Other Issues:
Are there any other issues / stressors
that need to be taken account of e.g.
difficulties at home, unexpected life
changes, etc
Ensure Staff Development and
Appraisal is implemented
Ensure changes to role are
supported with relevant training
Undertake a H&S Risk Assessment
Remove excessive and
unreasonable demands
Check what Health Surveillance
support can be provided by Staff
Occupational Health
Encourage suggestions on how to
improve work environment and
give these due consideration.
Support individuals where possible
Offer to support them through
referring to Staff Support Adviser

*The Possible Action/s column details some suggestions for consideration / action. This list is not exhaustive.

*The Action/s column should include details of what the issues are, what measures are currently in place, what improvements can
be made and what actions will be taken to make the improvements.
A copy of the completed Stress Risk Assessment should be placed on the employees file and a copy sent to Occupational Health.

Following completion of questions above it is suggested:

Managers consider the possible actions and document proposed actions for reducing the pressures that lead to stress, where
reasonably practical within the action/s column. It may be helpful to talk with an Occupational Health Adviser to assist you
with this.
Undertake proposed actions and set a review date.