RISK ASSESSMENT OF WORK RELATED STRESSORS.
1. JOB OR POST COVERED BY THIS ASSESSMENT
2. Introduction
The purpose of this risk assessment is to examine the job or role in section 1 in order to identify factors in
the work organisation of the job that could give rise to potential stressors and contribute the person or
persons undertaking this role experiencing stress.
The Health and Safety Executive’s definition of stress is used for the purpose of this risk assessment.
“Stress is the adverse reaction a person has to excessive pressure or other types of demand placed
on them”. There is an important distinction between ‘reasonable pressures’ which stimulates and motivates
and stress where an individual feels they are unable to cope with excessive pressures or demands placed
upon them.
This risk assessment follows HSE guidance and examines six areas relating to job design and work
organisation that could contribute to work-related stress if not properly managed.
1. Demands – such as workload, work patterns and working hours and work environment.
2. Control – such as how much say the person has in the way they do their work.
3. Support - such as the encouragement, support, and resources provided by the organisation i.e. the
School, line managers, senior management and colleagues.
4. Relationships – measures to build positive relationships, to resolve conflicts and deal with unacceptable
behaviour such as bullying, harassment.
5. Role – such as whether people have clear and agreed job descriptions and understand their role in the
organisation, ensuring that they do not have conflicting roles.
6. Change – how organisational changes and restructuring is managed and communicated to staff.
3. Findings of risk assessment (see each session for recommendations)
Key:
HIGH = Stressor is not being managed sufficiently which could adversely affect mental well-being of post
holder.
MEDIUM = Stressor is being managed but further measures could be taken.
LOW = Stressor is being managed no further action is require but the situation should be kept under review.
Stressor
Risk ranking
DEMANDS
CONTROL
SUPPORT
RELATIONSHIPS
ROLE
CHANGE
1
Stress factor
4. DEMANDS :
Action taken / comments
1. Has the job achievable demands in
relation to the agreed hours of work?
2. Does the post-holder have to work overtime or take work home* in order to get tasks
completed? (*means evenings or weekends
- does not include circumstances where
individuals elect to work from home on an
occasional or regular basis).
3. Have repetitive and monotonous tasks
been kept to a minimum?
4. Are demands matched to skills and ability
of post-holder?
5. Are there sufficient resources to carry out
job effectively?
6. Is the physical working environment safe
and comfortable?
DEMANDS - risk-ranking:
Recommendations (where applicable)
5. CONTROL
1.Does the post-holder have a say about the
way their work is undertaken?
2. Does the post holder have control over the
pace of their work, pattern of work and
working hours?
3. Is the post-holder encouraged to use the
full range of skills and show initiative?
4. Has the post-holder been consulted or had
any input into the design of the tasks to be
undertaken?
5. Is there opportunity for the post holder to
comment on or report concerns about their
work environment, work organisation?
CONTROL - risk ranking:
Recommendations (where applicable)
2
Stress factor
Action taken / comments
SUPPORT
1. Are there arrangements in place for
regular 1 to 1 or other supervision sessions
where the individual can discuss their work
and raise concerns?
2. Are there arrangements in place to
promote ‘team-building’ and for colleagues to
support each other?
3. Are there adequate arrangements in place
for informing and communicating with staff on
the work of the Division and the School?
4. Are staff encouraged to seek support at
early stage if they are having problems with
work?
5. Is the post-holder given adequate
opportunities for development and to acquire
new skills?
6. Is the post holder aware of and know how
to access support services available to staff,
e.g. the Counselling service, flexible working
policy etc
7. Has the post-holder been offered any
support not related to their work activity?
8. Does the job involve working in isolation,
lone-working or working from home, if so are
there adequate arrangements and
procedures are in place to ascertain that
individuals working in isolation receive a
consistent level of support and supervision?
(Working in isolation is not only defined as
working alone in a remote location but also
refers to those who habitually work by
themselves without direct or close
supervision)
Support – risk ranking :
Recommendations:
RELATIONSHIPS
1. Have any issues that may result in conflict
or poor working relationships been identified
and action take to address these? (e.g. This
could be lack of information sharing between
teams that may have an adverse effect on
the output of the teams.)
2. Are there procedures in place to deal with
unacceptable behaviour, e.g. bullying,
harassment? How are these procedures
communicated to staff?
3. Do staff know how to report unacceptable
behaviours?
3
Stress factor
Action taken / comments
5. Have steps being taken to develop good
working relationships between the different
teams in the department?
e.g. team building activities, team meetings
etc.
6. Has the post holder reported any alleged
unacceptable behaviour?
7. Are there currently any issues regarding
working relationships in the Department?
RELATIONSHIPS current risk ranking:
Recommendations (where appropriate)
Stress factor
Action taken /comments
ROLE
1. Is there an up-to-date job description
conforming to HERA guidelines for each
post? Have these been agreed with the post
holders?
2. Are individuals given induction training
when starting a new job or taking on a new
role?
3. Do individuals know and understand their
role in relation to the aims and objectives of
the Department’s Service Plan?
4. Do individuals understand their role and
responsibilities fit into the wider aims of the
organisation?
5. Does the job have a clear role and is it part
of identified Team?
6. Does the post holder report to or is
allocated work by more than one
manager/supervisor?
7. If so what measures are in place to avoid
conflicting demands from each
manager/supervisor allocating work?
4
Stress factor
Action taken / comments
ROLE risk ranking
Recommendations:-
CHANGE
1. What arrangements are in place for
informing and consulting staff affected by
restructuring or organisational change?
(This could be permanent change e.g.
deleting or changing reporting lines etc. or
temporary changes e.g. cover for maternity
leave or sabbaticals)
2. Do staff understand the reason for
change?
3. Are staff made aware of timetables for
change?
4. Are staff given the necessary support and
assistance, such as training opportunities to
support them through periods of change?
CHANGE – risk ranking:
Recommendations:
5