2.2
This policy takes account of our obligations under the Health and Safety at Work etc Act 1974, Management of Health and Safety at Work Regulations 1999, Employment Rights Act 1996, Protection from Harassment Act 1997, Working Time Regulations 1998 and Equality Act 2010.
3.
PERSONNEL RESPONSIBLE FOR THE POLICY
3.1
Our board of directors (the board) has overall responsibility for the effective operation of this policy and for ensuring compliance with the relevant statutory framework. We will monitor the development of good practice in approaches to work-related stress and mental wellbeing at work and will keep our practices and the effectiveness of this policy under review to ensure it is achieving its stated objectives. All managers have a responsibility to recognise potential issues of work-related stress or mental ill health in the staff they manage. They will be given training to support them in this and should seek advice from their Line Manager in the event that they have concerns. We have appointed mental health champions whose details are available on the Notice Board and whose role is to ensure the effectiveness of this policy. Staff can contact a mental health champion to discuss any concerns they have about work- related stress or any other issue affecting mental health at work. All staff should ensure that they are familiar with this policy and act in accordance with its aims and objectives. Staff should plan and organise their work to meet personal and organisational objectives and co-operate with support, advice and guidance that may be offered by line managers. Anyone who experiences or is aware of a situation that may result in work-related stress or undermine mental wellbeing at work should speak to a manager.
3.2
3.3
3.4
3.5
4.
UNDERSTANDING STRESS AND MENTAL HEALTH
4.1
Stress is the adverse reaction people have to excessive pressures or demands placed on them. Stress is not an illness but, sustained over a period of time, it can lead to mental and/or physical illness. Mental health is a term to describe our emotional, psychological and social wellbeing; it affects how we think, feel and act and how we cope with the normal pressures of everyday life. Positive mental health is rarely an absolute state since factors inside and outside work affect mental health, meaning that we move on a spectrum that ranges from being in good to poor mental health. There is an important distinction between working under pressure and experiencing stress. Certain levels of pressure are acceptable and normal in every job. They can improve performance, enable individuals to meet their full potential and provide a sense of achievement and job satisfaction. However, when pressure becomes excessive it produces stress and undermines mental health. Pressures outside the workplace, whether the result of unexpected or traumatic events such as accidents, illness, bereavement, family breakdown or financial worries, can result in stress and poor mental health. They can also compound normal workplace pressures.
4.2
4.3
4.4
4.5
We recognise that individuals react to similar situations in different ways and that what triggers stress and poor mental health varies from person to person.
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