Stress Audit
A Stress Audit is an organisational risk assessment of work factors known to be associated with
work related Stress.
Because of the complex nature of stress, a risk assessment for work-related stress cannot be achieved by simply looking at a task.
Stress is an individual and subjective response, so risk assessment for work-related stress must involve assessing employees’
own perceptions of their work.
COPE’s Business Psychologists can help you to assess the risks in accordance with the
Health and Safety Executive’s Stress Management Standards.
This incorporates assessment of the key factors for work-related stress:
- Demands
- Control
- Support
- Relationships
- Role
- Change
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Our approach to Stress Audits
Option 1: Stress Audit only
- Stress Audit using HSE Management Standards
- Identification of key stressors and ‘hot spots’
- Summary of the findings and high-level advice in a written report
Option 2: Stakeholder presentation + Stress Audit
- Pre-audit presentation/meeting with key stakeholders (e.g. HR, Senior Managers, H&S, Trade Unions) to explain the process and
answer questions.
- Provision of a bespoke communications plan and materials
- Stress Audit using HSE Management Standards
- Identification of key stressors and ‘hot spots’
- Summary of the findings and high-level advice in a written report
Option 3: Stress Audit + Staff Workshop(s)
- Stress Audit using HSE Management Standards
- Identification of key stressors and ‘hot spots’
- Staff workshop(s) to explore issues identified in more depth, and to identify practical solutions
- Summary of the findings from the stress audit survey, staff workshops and a tailored action plan in a written report
Option 4: Stakeholder presentation + Stress Audit + Staff Workshop(s)
- Incorporating all of the options outlined above.
What do I get?
Depending on your preferred Stress Audit option, the report that you receive will typically run from 15-30 pages, with results are
presented in various levels of detail.
- Our executive summary highlights key findings and recommended priorities for action at-a-glance, including strengths
and weaknesses identified.
- The body of the Stress Audit report provides a colour coded overview of performance on the HSE Management
Standards in comparison to benchmark data.
- A detailed breakdown of the results relating to the six key risk factor areas for work-related stress, comparing your average scores
with benchmark data.
- A summary of qualitative data from staff workshops.
- A prioritised action plan of recommended practical steps for addressing the issued identified.
- Recommendations for ongoing monitoring and follow-up.
Why carry out a Stress Audit?
The first step in managing workplace related stress is to assess the risks. All employers have a legal duty to assess the risk of
work-related stress to their employees and to take actions to control those risks.
A stress audit will help you to:
- Assess the risk factors for work-related stress in your organisation.
- Detect ‘hot spots’ requiring immediate attention.
- Prevent stress by reducing the risk factors ‘at source’.
- Reduce absenteeism associated with work-related stress and facilitate the return to work of those off sick.
When should I carry out Stress Audit?
If you haven’t already undertaken a stress audit or risk assessment, you should make this an urgent priority. Just like any
other risk, risk assessment is the basic requirement for employers in relation to work-related stress.
In line with advice from the Health & Safety Executive (HSE), a stress audit or
risk assessment should be monitored as part of the 'continuous improvement' cycle, and repeated least annually.
| Business Risks |
Related bottom line costs |
| Increased sickness absence |
+ Overtime payments
+ Temporary recruitment
+ Permanent staff payroll
|
| Decreased employee satisfaction & Increased staff turnover |
+ Recruitment costs
+ Training costs
|
| Increased work-related ill-health |
+ Legal costs / claims
+ Insurance premiums
+ Healthcare costs
|
| Reduced productivity |
- Revenues
+ Overtime payments
+ Staff Payroll
|
| Damaged company profile |
+ Recruitment costs
|
| Ineffective resource utilisation |
+ Management time
|
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