Workplace Stress

Why is this issue important?

Although there is clear evidence that work can have a positive impact on mental and physical health and wellbeing it can also be a significant source of stress. Stress can increase the risk of poor mental and physical health and is a driver of short and long-term absence from work.

Workplace factors which can contribute to stress include:

Lack of control over the environment, workload or decision making.
Workplace culture, including conflict and bullying.
Uncertainty around job role or responsibilities.
Lack of support.

Home life may also be a source of stress, and this can impact on the experience and perception of the workplace.

Employers have a duty of care to support employees’ mental and physical health and wellbeing through the Health and Safety at Work Act 1974. Whilst some of these responsibilities will be undertaken through occupation health services, there are also things which can be done at a team level to improve culture and reduce the risk or impact of workplace-related stress.

What do we want to achieve?

We would like to ensure that FPH members:

Are aware of tools and frameworks to reduce workplace stress and improve wellbeing for them and their colleagues.
Feel empowered to suggest or implement workplace initiatives to improve wellbeing.

What actions can local teams take?

Making a commitment to consistently implementing some of the tools or frameworks below can help develop a workplace culture which supports individual wellbeing.

Five ways to wellbeing

The five ways to wellbeing is an evidence-based approach to improving mental health and wellbeing. While this is often suggested as a self-led intervention, there are aspects which can be implemented within a workplace.

Connect with other people	Organise regular team or sub-team office-based days – consider linking these to existing meetings Organise team lunch breaks or breakfasts
Be physically active	Organising regular lunchtime walks or other activities Organise a walking or cycling bus to work
Learn new skills	Discuss with your team how personal development can be facilitated in the team or organisation Set up a journal club or other regular educational meeting Set up regular lunchtime hobby-based meetings (eg. knit and natter) Discuss setting up a team allotment on land owned by your organisation
Give to others	Organise a team volunteering event or away day
Mindfulness	Incorporate aspects of mindfulness into team meetings or away days

More information on five ways to wellbeing from the NHS can be found at: 5 steps to mental wellbeing – NHS.

Optimising hybrid working

Hybrid working can have differential impact depending on how it is implemented and regulated. Some people thrive from working at home and being able to manage their own environments, while others miss the social interaction that work can bring. Colleagues should discuss with their line manager or the people they line manage what their needs are in relation to hybrid working and how these can be balanced with organisational steer and service needs.

More information on hybrid working is available via the FPH Specialty Registrars Committee.

Wellness Action Plans

Wellness action plans are practical tools which can be used to support mental health and wellbeing. They are completed by individuals and encourage reflection on how to improve personal wellbeing, triggers of stress in the workplace, early warning signs of deteriorating mental health, and what support is or might be needed from your line manager. These plans can be used to inform a discussion with line managers and form an agreement to improve mental health and wellbeing.

Workplace Health Champions

Many organisations have workplace champion schemes, often commissioned by local public health teams. These can provide training and support to enable you to work with individuals to improve wellbeing in your workplace.

What actions will FPH take?

The FPH will commit to:

Providing support to members via the regional Wellbeing Champions and developing resources which assist them professionally.

How will we measure progress?

FPH Wellbeing Survey of members.