Requirements for a Stress Policy

legal updates

You must firstly acknowledge there will be sufferers of stress in any organisation and secondly to take steps to tackle the issues giving rise to stress.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

Whilst our resilience to stress at work varies greatly from person to person as a Health and Safety issue it is extremely important to firstly acknowledge there will most likely be sufferers of stress in any organisation and secondly to take steps to tackle the issues giving rise to stress.

As the Health and Safety Executive (HSE) advise:-

  • Most employers underestimate the extent of stress, anxiety, depression and other forms of mental illness.  Sufferers are often stigmatised and discriminated against intentionally or otherwise.
  • The culture of a business is set and can be changed only from the top.  (Being a male dominated environment, the motor trade can be prone to foster a ‘macho’ culture).
  • As the head of the business the potential necessary tasks to manage stress are:-
    • Training.  To adjust or adapt a culture aimed at reducing stress, key personnel need to be aware of what will raise stress and how to be aware of the symptoms.
    • Listen to feedback
    • Communication of the vision
    • Commitment
    • Encourage
    • Support
    • Lead by example
    • Introduce Policies and Procedures
    • Monitor

Lawgistics clients are able to download a policy on stress to assist in the implementation of this basic Health and Safety requirement.

Cable For My CarWe offer free next day delivery* on all EV charging cables when shipped within mainland UK

Stocking only premium EV charging cables, we ensure you experience a stress-free EV charge, over and over, confidently backed by our 2 year warranty. Our premium & reliable charging cables are compliant with EU & UK safety standards. We offer free next day delivery* on all EV charging cables when shipped within mainland UK.

David CombesIn remembrance of David Combes 1948 – 2020Read More by this author

Related Legal Updates

Overview of Contemplated Employment Law Changes

We will continue to keep our members informed as more details emerge and as the timeline for these changes becomes clearer.

Changes to Sexual Harassment Law

In addition to safeguarding employees from harassment by colleagues, the duty extends to third-party harassment, such as harassment by customers.

New government… new laws

The recent announcement means an employee may be able to claim an unfair dismissal from day one. 

Extension of Redundancy Protection for Pregnancy and New Parents

Explore the strengthened redundancy protections for new parents with significant amendments to maternity, adoption, and shared parental leave rights, effective from April 2024, ensuring enhanced job security during critical family milestones.

Wages increasing from 1 April 2024

With effect from 1 April 2024, the hourly rates of pay are…

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

Get in touch

Complete the form to get in touch or via our details below:

Phone
01480 455500
Address

Vinpenta House
High Causeway
Whittlesey
Peterborough
PE7 1AE

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.