1: Introduction

1.1 Policy Overview
Redcone Recruitment Limited is committed to promoting the health, safety, and well-being of all its employees, contractors, and stakeholders. The company recognises that workplace stress is a significant health and safety issue that can negatively impact both the individual and organisational performance. This Stress Management Policy outlines Redcone Recruitment Limited’s approach to identifying, managing, and reducing workplace stress in compliance with the Health and Safety Executive (HSE) guidelines, ISO 45001 (Occupational Health and Safety Management), and relevant UK legislation such as the Health and Safety at Work Act 1974.

The company is dedicated to creating a supportive work environment where stressors are identified and addressed proactively, ensuring that all employees can maintain their health and well-being while achieving a balanced, productive work life.

1.2 Purpose of the Policy
The purpose of this policy is to:

• Prevent work-related stress by identifying and addressing stressors in the workplace.
• Support employees who are experiencing stress through appropriate interventions and assistance.
• Promote a healthy work-life balance and well-being initiatives.
• Ensure compliance with legal obligations regarding mental health and workplace safety.
• Foster a culture where employees feel comfortable discussing mental health and stress issues.

1.3 Legal Framework
This policy complies with the following UK laws and regulations:

• Health and Safety at Work Act 1974: Places a duty on employers to ensure the health, safety, and welfare of employees.
• Management of Health and Safety at Work Regulations 1999: Requires employers to assess and manage risks to their employees’ health and safety, including risks from workplace stress.
• Equality Act 2010: Protects employees from discrimination due to mental health conditions, ensuring reasonable adjustments are made.
• Employment Rights Act 1996: Ensures protection of employees in cases of unfair dismissal related to stress and mental health issues.

2: Scope

2.1 Applicability
This policy applies to all employees, contractors, temporary workers, and managers of Redcone Recruitment Limited. It covers all roles within the organisation, including office-based employees, traffic management personnel, and recruitment/supply of labour staff, regardless of their location or employment status.

2.2 Definitions of Stress
For the purposes of this policy, stress is defined as:

• Workplace Stress: The adverse reaction people have to excessive pressures or other types of demand placed on them at work.
• Work-Related Stress: Stress specifically caused by aspects of the work environment, job role, workload, or relationships at work.

It is important to differentiate between short-term pressure, which can be motivating and help performance, and long-term stress, which can harm health and well-being if not managed appropriately.

3: Policy Details

3.1 Commitment to Managing Stress
Redcone Recruitment Limited recognises that excessive stress can affect an employee’s ability to work effectively and lead to serious health issues, such as anxiety, depression, or burnout. The company is committed to:

• Identifying the causes of workplace stress and taking steps to mitigate their impact.
• Encouraging open communication between employees and management about work pressures.
• Supporting employees who experience stress through appropriate interventions and resources.
• Ensuring that management has the necessary skills to recognise the signs of stress and manage their teams in a supportive manner.
• Promoting a positive work environment that prioritises employee well-being.

3.2 Common Causes of Workplace Stress
Redcone Recruitment Limited acknowledges that workplace stress can arise from a variety of sources, including but not limited to:

• Excessive Workload: Employees feeling overwhelmed by the amount of work or unrealistic deadlines.
• Lack of Control: Limited autonomy or involvement in decision-making processes related to their job.
• Workplace Relationships: Conflicts, bullying, harassment, or poor communication with colleagues or managers.
• Job Insecurity: Concerns about job stability or career progression opportunities.
• Work-Life Imbalance: Long hours or excessive demands that prevent employees from balancing work and personal life effectively.
• Unclear Job Roles: Lack of clarity about job expectations, responsibilities, or goals.

3.3 Preventing and Minimising Workplace Stress
Redcone Recruitment Limited is committed to minimising workplace stress through:

• Risk Assessments: Conducting regular risk assessments to identify potential stressors in the workplace and implementing measures to reduce or eliminate them.
• Job Design: Ensuring that job roles are clearly defined, workloads are manageable, and employees have the necessary resources to perform their duties.
• Communication: Promoting open and transparent communication between employees and management, particularly in relation to work demands, expectations, and concerns.
• Employee Engagement: Involving employees in decisions that affect their work and fostering a supportive team environment.
• Work-Life Balance: Encouraging a healthy work-life balance by providing flexible working arrangements where possible and discouraging long working hours.
• Training for Managers: Equipping managers with the skills to recognise and address the signs of stress, providing them with the tools to support their teams effectively.

3.4 Managing Stress in the Workplace
When workplace stress is identified, either through employee feedback, risk assessments, or performance concerns, Redcone Recruitment Limited will take the following steps:

• Open Dialogue: Encourage employees to raise concerns about stress in a confidential manner. Managers will be trained to listen actively and offer support.
• Support and Adjustments: Managers will work with employees to identify and implement reasonable adjustments to alleviate workplace stress. This may include adjusting workloads, modifying working hours, or providing additional resources.
• Referral to Occupational Health: Employees experiencing high levels of stress may be referred to the company’s occupational health service or external support organisations for further advice and assistance.
• Counselling and Support Services: The company will offer access to counselling services or an Employee Assistance Programme (EAP), providing professional support for employees dealing with stress.
• Performance Monitoring: Regular reviews of the employee’s workload, performance, and well-being will be conducted to ensure that stressors are being effectively managed and that the employee is receiving the necessary support.

3.5 Stress Management and Mental Health Training
Redcone Recruitment Limited will provide training to all employees and managers on stress management and mental health awareness. This will include:

• Stress Awareness: Educating employees about the causes of stress, its effects on mental and physical health, and how to manage stress effectively.
• Manager Training: Providing managers with the skills to identify stress in their teams, have supportive conversations with employees, and take appropriate actions to reduce work-related stress.
• Well-Being Initiatives: Promoting company-wide well-being initiatives such as mindfulness workshops, physical activity programmes, or resilience-building sessions to help employees manage stress.

4: Responsibilities

4.1 Employee Responsibilities
Employees have a responsibility to manage their own stress and well-being, where possible, and to:

• Raise concerns about stress with their line manager or HR as early as possible.
• Take breaks, manage their workload effectively, and seek support if feeling overwhelmed.
• Participate in company well-being initiatives and use available resources to maintain a healthy work-life balance.
• Support colleagues and foster a positive, collaborative work environment.

4.2 Manager Responsibilities
Managers play a critical role in identifying and managing workplace stress. Managers are responsible for:

• Conducting regular one-on-one meetings with employees to monitor their well-being, workloads, and job satisfaction.
• Identifying signs of stress in their teams, such as changes in behaviour, absenteeism, or decreased performance.
• Implementing reasonable adjustments and offering support where necessary to reduce stressors in the workplace.
• Encouraging open communication and providing a supportive, respectful team environment.
• Ensuring that employees understand the importance of stress management and well-being.

4.3 HR and Senior Management Responsibilities
HR and senior management are responsible for:

• Ensuring that stress risk assessments are conducted regularly and that any identified stressors are addressed promptly.
• Developing and maintaining support services for employees experiencing stress, including access to occupational health and EAP resources.
• Promoting a positive organisational culture that values mental health and well-being.
• Ensuring that all managers receive the necessary training to identify and manage stress within their teams.
• Monitoring the effectiveness of the Stress Management Policy through employee feedback, performance reviews, and health and safety audits.

5: Consequences of Stress Policy Violation

Failure to adhere to this Stress Management Policy, particularly in relation to ignoring reported stress-related issues or failing to take action, may lead to:

• Managerial Accountability: Managers who fail to address stress-related concerns raised by their team members may be subject to performance reviews or disciplinary measures if neglect is evident.
• Employee Support: Employees who do not communicate issues of stress and subsequently experience a decline in performance may be required to engage with HR or management for performance support and improvement plans.

6: Support for Employees

6.1 Employee Assistance Programme (EAP)
Redcone Recruitment Limited offers access to an Employee Assistance Programme (EAP) for all employees. This service provides confidential advice and counselling on a range of personal and work-related issues, including stress management, mental health, family matters, and financial concerns.

6.2 Occupational Health Support
The company also offers referrals to occupational health services, providing employees with professional advice on managing stress and improving mental health at work. This may include mental health assessments, recommendations for reasonable adjustments, and rehabilitation plans.

7: Monitoring and Review

7.1 Regular Monitoring
Redcone Recruitment Limited will monitor the implementation of this policy through regular risk assessments, employee feedback, and health and safety audits. Stress-related absenteeism rates, performance data, and the results of employee surveys will also be used to assess the policy’s effectiveness.

7.2 Policy Review
This policy will be reviewed annually to ensure its relevance and effectiveness. Any updates to the policy will be communicated to employees through appropriate channels. Feedback from employees and management will be used to continually improve the company’s approach to stress management.

7.3 Continuous Improvement
The company is committed to continuously improving its approach to managing workplace stress. Feedback from employees will be encouraged, and lessons learned from any stress-related incidents or complaints will be used to enhance workplace practices and policies.

8: Conclusion

Redcone Recruitment Limited is dedicated to providing a safe, healthy, and supportive work environment for all employees. By recognising and managing workplace stress, the company aims to foster a culture where well-being is prioritised and employees can thrive both personally and professionally. All employees are expected to comply with this policy and contribute to a workplace that promotes mental health, balance, and productivity.