The Working Minds campaign has been created by the Health and Safety Executive (HSE), Britain’s national regulator for workplace health and safety is committed to improving the health of workers.
Tackling stress isn’t just the right thing to do, it’s a legal obligation. Working Minds can help you make it a routine priority for your business.
There are three main reasons employers should be looking to prevent stress and support good mental health in business:
- It's the law;
- It’s good for business; and
- It’s the right thing to do. Whether you’re a small business or a large corporation, the law requires all employers to prevent work-related stress to support good mental health in the workplace. It’s important to remember that in the end we’re all just people – and every one of us face pressures in and out of the workplace. By treating each other with respect and compassion at work we support our teams and colleagues to stay well. The earlier a problem is tackled, the less impact it will have for the person and your business. Stress affects people differently – what stresses one person may not affect another. Factors like skills and experience, age, or disability may all affect someone’s ability to cope. You can get started today with these 5 steps:
- Reach out and have conversations.
- Recognise the signs and causes of stress.
- Respond to any risks identified by agreeing action points between employer and worker.
- Reflect on the actions taken – have things improved?
- Make it Routine to check back in on how things are going. If you think that a worker is having problems, encourage them to talk to someone, whether it’s their line manager, trade union representative, GP, or their occupational health team. See: [Working Minds Employers - Work Right to keep Britain safe](https://workright.campaign.gov.uk/campaigns/workingminds/working-minds-employers/?utm_source=govdelivery&utm_medium=email&utm_campaign=working-minds&utm_term=steps&utm_content=wm-31-aug-22)
New laws from the beginning of the month make it critical for companies that rely on subcontractors, agency staff or complex labour supply chains to review their compliance procedures to identify employees who do not have the right to work in the UK.
The annual report from the Administrative Burdens Advisory Board (ABAB) shows a slight improvement in HMRC’s performance but there is a rising concern over legislative burden and continued difficulties with communication channels.