Stress in the Workplace

Wurkplace assists with cases of stress in the workplace everyday and have expert Consultants available to keep you up to date with legislation.  The experts also provide relevant documentation, processes and advice throughout.

The Health and Safety at Work Act 1974 and management of Health and Safety at Work Regulations 1999 includes legislation surrounding minimising the risk of stress-related illness or injury to employees.  This is an employer’s legal duty of Health and Safety and Welfare.

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Bullying in the Workplace

Bullying in the workplace occurs when someone tries to intimidate a colleague, it is subjective so each person may see it differently.  Bullying may be obvious or subtle and can be one-on-one or involve a group of people.  Employers need to be aware that bullying can take many forms like verbal, cyber or physical abuse.

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Violence at Work

Verbal abuse and threatening behaviour are the most common types of violence at work but physical violence at work still occurs.  Risk of violence can be managed by providing workplace security measures, establishing safe systems of work (especially for lone workers) and providing information and training.  

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Health and Safety Policy

Businesses with over 5 employees have a legal requirement to have a Health and Safety Policy and supporting documents in place. Wurkplace can provide you with these documents to ensure your business’s Health and Safety is compliant.

The policy should normally be set out in three sections:

  • The Statement of General Policy on Health and Safety at Work
  • The Responsibility section
  • The Arrangements section

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Return to Work Top Tips

In 2014 the largest survey in the UK was taken place primarily focusing on sickness and absence costs.  The survey found that it costs employers £29 billion a year which equates to 6.5 days per employee.  Wurkplace’s top tips for a speedy return to work can help minimise the costs of your business.

Wurkplace’s top tips for a speedy return to work:

  • Regular contact is important – it helps the employee keep work in mind and the employer benefits as they can keep up to date with any progress
  • Monitor the absence, make sure it’s certified by the GP (if over 8 days) and if necessary request a doctor’s report to have a better understanding of the absence/illness and talk about options to return
  • Meet with the employee and discuss returning to work as this will help identify factors that caused the absence and give you an idea of what adjustments you need to make to help prevent any future occurrences
  • When your employee is ready to return to work hold a meeting to discuss.  You may consider a staged return such as a reduction in hours/days. You might also consider a reduction in workload or light duties.
  • Before allowing your employee to return to work always ensure that their GP has signed them as ‘fit for work’

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The Whistleblower

The Whistleblower is an employee who reports suspected wrongdoing in the workplace; its technical name is ‘making a disclosure in the public interest’.

Your employees can report if they believe:

  • Someone’s health and safety is in danger
  • There’s a risk of actual damage to the environment
  • It’s a criminal offence
  • The company isn’t obeying the law (e.g fraudulent behaviour/ incorrect insurance)
  • You are covering up wrongdoing

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Protected Characteristics

The Equality Act 2010 sets out the protected characteristics (PC)  that are protected by the law and the behaviour that is unlawful.  Under the Act people are not allowed to discriminate, harass or victimise another person because they have any of the PC’s or where they are associated with someone who has a PC.

Under the Act the following people have a responsibility for themselves and anyone they associate with to abide by these laws:

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Disciplinary Support Facts

Wurkplace offers disciplinary support, advice and facilitation.

The employee handbook plays a huge part in the disciplinary process.  It should clearly state how the process should be followed and when there would be risk of disciplinary.  Remember to be consistent, you cannot discipline one employee for doing something everyone else gets away with.

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Academy Conversion – Academy Schools

Publicly funded independent schools are known as Academy schools.  They are allowed to set their own pay and employment conditions.  

The Academy conversion from a regular school to an independant one doesn’t have to be difficult.  Headteachers become employers for the first time meaning they are now responsible for dealing with their own Health and Safety, HR and Payroll.  

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Free Food Hygiene Course Module

Wurkplace can offer you a “tasty” Free Food Hygiene course module.  You can trial the first module at no cost before deciding whether you would like to continue and purchase the entire course.  Prices start from £15 plus VAT.

Food handlers and employers have a legal duty to manage food safety.  EU and UK laws state that food handlers must make sure that prepared, cooked, served or sold food is fit for human consumption.  The course is approved by RoSPA, is available in Levels 1 & 2 and industry specific; retail, catering and manufacturing.  

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