6.
ADDRESSING WORK-RELATED STRESS
6.1
If you believe you are suffering from work-related stress you should discuss this with your manager or supervisor in the first instance. If you feel unable to do so you should contact a mental health champion or Senior Management. You should also access the support services referred to in paragraph 5. Once an issue affecting your health comes to the attention of your manager, supervisor or Senior Manager we will discuss with you what steps can be taken to address that issue. Those steps may include any of the following: (a) A review of your current job role, responsibilities, workload and working hours. Adjustments may be agreed to these, on a temporary basis and subject to further review, where appropriate.
6.2
(b) Where it appears that stress has been caused by bullying or harassment, investigation under our Disciplinary and/or Grievance Procedures.
(c) Referral for medical advice, treatment and/or a medical report to be provided by the Occupational Health Department, our medical advisers or any specialist or GP who has been treating you.
(d) If you are on sickness absence, discussion of an appropriate return to work programme. Our Sickness Absence Policy may be applied.
6.3
The Occupational Health Department will continue to be used appropriately to help staff overcome problems associated with work-related stress as well as other stress and the impact that has on their ability to do their duties.
7.
ABSENCE DUE TO STRESS OR MENTAL ILL HEALTH
7.1
If you are absent due to work-related stress or mental ill health, you should follow the sickness absence reporting procedure contained in your contract and/or our Sickness Absence Policy.
7.2
In cases of prolonged or repeated absence it may be necessary to apply the procedure set out in our Sickness Absence Policy and Capability Procedure.
8.
CONFIDENTIALITY
8.1
Information about stress, mental health and mental wellbeing is highly sensitive. Every member of staff is responsible observing the high level of confidentiality that is required when dealing with information about stress or mental health whether they are supporting a colleague or because they are otherwise involved in the operation of a workplace policy or procedure.
8.2
Breach of confidentiality may give rise to disciplinary action.
8.3
However, there are occasions when information about stress or mental wellbeing need to be shared with third parties. For example:
(a) Where steps need to be taken to address work-related stress such as reallocating work within a team.
(b) Where medical advice is required on how to support a member of staff, address issues raised by work-related stress or address issues raised by mental ill health.
(c) Where allegations of harassment, bullying or other misconduct require a disciplinary investigation or proceedings to take place.
(d) Where a member of staff presents an immediate danger to themselves or others.
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