Risk Assessment & Stress Management Standards 

The risk assessment model widely used in most organisations is 5 steps to risk assessment.  

Key Definitions: 

Hazard : anything with the potential to cause harm  eg chemicals, electricity, working from ladders, noise 

Risk : decide how likely it is that someone could be harmed and how seriously 

Reasonably practicable: You're not expected to eliminate all risks but you need to do everything 'reasonably practicable' to protect people from harm. This means balancing the level of risk against the measures needed to control the real risk in terms of money, time or trouble. 

 HSE's 5 Steps to Risk Assessment: 

1. Identify Hazards: Examine your workplace to spot anything that could cause harm, equipment, chemicals, work routines, or environmental risks. 

2. Decide Who Might Be Harmed and How: Determine which groups (employees, contractors, public) might be affected and in what way eg injury, health impacts. 

3. Evaluate Risks and Decide on Precautions: Assess the likelihood and severity of harm. Check current controls, compare with good practice, eliminate hazards if possible, or reduce them so far as is ‘reasonably practicable’. 

4. Record Findings and Implement Controls: Document identified hazards, affected individuals, and control measures. Ensure actions are implemented and responsibility and timing are clear. 

5. Review and Update: Monitor effectiveness and update the assessment regularly or when changes occur (e.g., new processes, equipment, incidents). 

Stress Risk Assessment 

This same 5 step model can be used for work related stress by looking at the six areas defined in the management standards as below. 

Stress Management Standards 

These standards define six key areas of work design linked to stress risks. The aim is to establish 

conditions that promote well-being and organisational performance. 

• Demands:  Workload, work patterns, and the work environment. 

• Control:  Amount of autonomy employees have over how they perform their work

• Support: Resources and encouragement from organisation, managers and colleagues

• Relationships: Promoting positive interactions, preventing conflict, addressing unacceptable behaviour. 

• Role: Clarity of employees’ roles and consistency in expectations, avoiding role conflict. 

• Change:  How organisational changes are managed and communicated effectively. 

Implementation 

1. Prepare the Organisation: Secure commitment from senior managers and plan resources. 

2. Identify Risk Factors: Gather data on stress-related issues, surveys, and feedback. 

3. Evaluate Risks: Pinpoint which areas are underperforming relative to standards. 

4. Record and Plan: Document findings and develop action plans targeting weak areas. 

5. Monitor and Review: Track implementation effectiveness, adjust plans as required.