LEGAL Handling stress
in the workplace Nicola Cockerill (pictured), Senior Solicitor at Buckles Solicitors LLP, looks at how employers can spot the signs and manage stress in the workplace
specific examples of social media channels, you should naturally be clear that the policy covers all forms of social media. This is particularly important in such an ever-changing area
• A section on authorised use of social media for work purposes including clear guidance on who is permitted to use company social media channels to represent the business
• A section on acceptable use at work including any restrictions and guidelines on approved practices such as liking and sharing business-related content
• A section on prohibited use including any specific examples
of behaviour which will constitute gross misconduct. For example, posting abusive, discriminatory or defamatory content. Include a reminder that anything published online has the potential to be viewed by clients, colleagues and others connected to the business
• A summary of the potential consequences of breaching the policy including details of any action which will be taken in the event of a breach.
Social media is a constantly evolving world and a well-written policy can enhance your brand and protect your business.
The topic of managing stress and depression in the workplace is a difficult and sometimes challenging one for employers – but one which we are familiar with, and used to giving advice on. Research shows that employee stress levels are rising in line with demands of the 21st Century workplace. According to the HSE, the total number of cases of work-related stress, depression or anxiety in 2015/16 was 488,000, which is an increase of 48,000 on the previous year, and amounts to 37% of all work-related illnesses. But how does a company handle allegations
brought by a member of staff who claims their employer is causing them stress at work? It is important to remember that there is no
legislation in the UK specifically dealing with stress, and an employee may be able to bring any number of claims, including personal injury, unfair dismissal, disability discrimination and harassment under the Protection from Harassment Act 1997. The employer should therefore take such matters seriously and look into potential remedial steps, if appropriate, including: • Transferring the employee • Redistributing work • Providing extra help • Arranging treatment or counselling • Providing buddying or mentoring
business network March 2017 49
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