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Early effective reportingToo many employers still believe that ‘the stress problem’ will go away if they either ignore it, or approach the problem in a minimalist way with the goal of keeping close to the statutory requirements. They’re wrong on two counts. Firstly, compensation cases can award unlimited amounts to people affected by job-stress and the amount awarded revolves around some of the most broadly interpretable law in the land. Judgement is on the individual case, not whether the employer has ‘stuck’ to a strict code. Demonstrating to the Court a considerable history of concern for their employee’s welfare is critical for all organisations. We find that most employers want to be concerned, but don’t really know how best this can be done. We help in many ways. One is our early effective reporting campaign. It is every employee’s right to be able to report their anxieties discretely and privately to a trusted person: if within the organisation, then outside the reporter’s personal career hierarchy. Why organisations use us as their employees’ job-stress reporting station.Health and safety, occupation health, line and technical managers must know how best to react when excess stress is reported. Early effective reporting means less:
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The Institute of Clinical Eurgology. | |
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