News...

This page summarises the latest research as well as some press coverage of mental well-being, stress management and employee health issues. We also include summaries of recent case law when appropriate. These stories do not necessarily represent the views of Nice Work Consulting. However, we hope they are of interest and give a flavour of what is going on in our field.

New report reveals high levels of stress among NHS staff
An extensive review of NHS staff health and well-being published in Nov 09 has revealed that stress is widespread within the NHS. Management practices found to contribute to stress and other mental health problems were bullying and harrassment, a long working-hours culture that staff found difficult to challenge and an apparent lack of interest on the part of managers in staff health concerns. The report also mentions insufficient clarity of job design and organisation. Lower levels of stress were reported by staff who felt that they could talk to their manager, who were satisfied with their responsibilities and who felt valued.

The report recommends that prevention should be the focus of action to improve well-being amongst staff, with "proper risk assessment both to assess the specific needs of their staff and to identify vulnerabilities and threats to staff health (both physical and mental) from their activities". In addition the report recommends that managers should be given the skills and tools to support staff with mental health problems as a matter of high priority given that mental ill-health is a major cause of absence in the NHS. www.nhshealthandwellbeing.org 2009

Requirement to act on work-related stress 
Dickens v O2 Oct 2008
Ms Dickens suffered considerable stress symptoms following promotion for which she was insufficiently trained and supported. She complained several times to her managers, eventually saying that she '(did) not know how long she could continue before (she) became ill'. Her managers did not take urgent and immediate action. Six weeks later she broke down and was thereafter unable to return to work. The Court of Appeal held that the employer had been put 'on notice' even though the illness was not clearly imminent. Compensation was awarded in excess of £109,000.
This is a very significant judgement since previously it has been accepted that an employee had to show very clearly that some illness was imminent before an employer would be 'on notice'. 
 

Requirement to act on work-related stress 
Intel Corporation (UK) v Daw February 2007
Mrs Daw suffered a breakdown due to chronic depression arising from her excessive workload. She had notified the employer of her concerns but no immediate and urgent action was taken to reduce her workload. Mrs Daw had been offered free access to support and medical assistance, including confidential counselling. The Court of Appeal held that the offer of short-term counselling did not address the cause of the problem,which was the excessive workload. Compensation was assessed at in excess of £134,000.
This is a very significant judgement since it shows that where an employee is suffering from stress relating to excessive workloads, the provision of workplace counselling will not automatically serve to fulfil the employer's duty of care in stress claims.