When stressed, the body responds in a variety of ways that are thought to increase the chances of surviving any crisis or challenge. This reaction is commonly known as the ‘fight/flight’ response. In the short term this is not a problem, but if repeatedly triggered over time or for a long period, it can adversely affect both physical and mental health.
How does it affect people?
Individuals may experience a range of physical symptoms, such as chest pains, dizziness, breathlessness and stomach upsets; as well as psychological symptoms such as poor sleep, lack of appetite, tiredness, difficulty in concentrating and tearfulness or irritability.
How is it treated?
Stress itself is not a medical condition, and there is no specific treatment. Managing the situation requires identification of the issues that are causing pressure and developing a plan to deal with those. Failure to do so or high levels of stress over a long period can sometimes lead to a more significant mental health problem such as anxiety or depression. For this reason, it is important to address the problems generating stress and not ignore the situation.
How might it affect work?
If an individual is feeling stressed, then it may affect their performance at work in the following ways:
- Short frequent sickness absence – due to a range of physical health symptoms
- Poor concentration, forgetfulness; poor quality work, missed deadlines
- Behaviour out of character; irritable, less tolerant, short tempered
- Poor decision making; jobs take longer, actions are avoided
The majority of people who have time off with stress will return to work within a few days. When the stress leads to anxiety or depression the employee is likely to be away from work for longer.
What do I need to do as the Manager?
If an employee reports to you that they are suffering symptoms of stress:
- Allow time to discuss this with them
- Remember that an individual’s perception of how things are will differ from yours
- Ask them to identify the triggers that make them feel stressed (stressors)
- Identify how their ability to perform their normal duties is affected
- Understand that the causes of stress are always multiple, so will include work and personal factors
- Do not pry into those areas that are not relevant to work
- Consider “sign posting” the employee to internal or external support
- Consider undertaking a stress risk assessment using the HSE management standards to explore and understand stressors at work
- Where work related stressors are identified develop an action plan to address these
- Consider making temporary modifications to their job role to support the employee and enable them to remain at work
If an individual has been off work with stress, the symptoms and feelings that they have can be extremely varied. On their return to work go through the same checklist above to identify problem areas and whether job modifications are necessary.
It is likely that their condition will improve quite quickly so you should have a review every 2-3 days initially and if all is well, weekly after the first fortnight. Increase their workload in stages to help facilitate their return to work on full duties. Work modifications should only be necessary for a maximum of 4 weeks, unless you have identified deeper workplace issues using the HSE management standards, which may require a permanent change.
If someone has been off work with stress, it is possible that a recurrence of the same or similar triggers could lead to further absence in the future. If the stress is related to work, then you should identify and implement the necessary actions. Most individuals can also benefit from improving their coping skills using techniques such as Cognitive Behavioural Therapy (CBT) and developing resilience to stressful events. Access to such approaches can be via the GP or via internal routes if available.
Points to Remember
Fit Notes – If an employee produces a fit note indicating that they require modified duties, discuss this with them and consider if the modification recommended can be reasonably accommodated.
Job Tasks and Risk Assessments – Review the risk assessment for the employee’s job role and work tasks including the ability to drive safely where required. Take into consideration any temporary modification that may be required to accommodate their reduced ability to undertake certain tasks.
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Further information:
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NHS: www.nhs.uk/conditions/Stress/
Mind: www.mind.org.uk
