You are on page 1of 4


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
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
Encourage training to support
delegation (to individual and team)
3 Work Pressures High: Offer support in prioritising tasks
Are deadlines within role achievable. and cut out unnecessary work and
Is employee expected to work bureaucracy
excessive hours. As far as is reasonably practicable
Are time pressures unrealistic. give warning of urgent jobs
Is the employee subject to work Assist in the scheduling of work to
demands from different groups/people ensure adequate and appropriate
that are hard to combine 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
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
4 Work Pressures Low: Where reasonably practicable,
Is the work boring, monotonous or rotate boring and repetitive jobs
unchallenging Where possible increase the variety
of tasks through projects ?
5 Relationships at Work: Encourage team working
Could role/job be subject to personal Encourage team members to give
harassment in the form of unkind words open and honest feedback to each
or behaviour. other
Could relationships at work be strained. Demonstrate and encourage
Is there a high probability of friction and appreciation of others and
anger between colleagues. difference
Is there a high probability of bullying Promote an atmosphere of mutual
and harassment in job/role 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
Seek the support of Personnel if an
allegation of Harassment or Bullying
is made
6 Support: Explain how to raise concerns and
If work gets difficult are call on your support
colleagues/manager available to help Encourage and enhance team
and support. working. Ask the Education and
Is employee given the opportunity of Training Department for support
supportive feedback on the work they with any relevant training where
do necessary
Hold regular team meetings
Be approachable and receptive to
7 Change: Ensure clear and appropriate
Is the employee consulted / updated communication on proposed
about changes at work that affects them changes
Is the employee clear about how the Ensure the individual understands
change will affect them in practice. the reasons for change and the
Is there adequate consultation about likely timescales
workplace issues / changes Ensure adequate consultation
wherever possible and provide
opportunities for comment and
Give support to the individual during
the change process
8 Training: Provide training as required
Is additional training required to support Ensure Staff Development and
the individual in undertaking job/role Appraisal is implemented
Ensure changes to role are
supported with relevant training
9 Physical Demands and Work Environment Undertake a H&S Risk Assessment
Does role involve excessive physical Remove excessive and
demands such as heavy lifting; standing unreasonable demands
for long periods of time; repetitive Check what Health Surveillance
movements that may cause concern support can be provided by Staff
Is the work environment satisfactory / Occupational Health
comfortable Encourage suggestions on how to
Is it free from hazards such as improve work environment and
unacceptable levels of noise. give these due consideration.
10 Other Issues: Support individuals where possible
Are there any other issues / stressors Offer to support them through
that need to be taken account of e.g. referring to Staff Support Adviser
difficulties at home, unexpected life
changes, etc

*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.