Please be aware we’re making some improvements and building a new website. You can still report incidents, tell us about general intelligence or talk to us on live chat on this site. Thanks for your patience.

Stress management

Dated: 23/01/2019

POLICY TITLE: Stress Management 


AUTHOR: HR Central Team 




AIM OF POLICY: To outline the intentions of Northumbria Police in relation to stress management and support.

BENEFIT OF POLICY: To create a safe and healthy work environment where stress related problems are identified at an early stage and are effectively managed. The benefits to Northumbria Police are a healthier workforce, improved attendance and performance, operational effectiveness, improved service delivery, fewer accidents and lower staff turnover, resulting in cost efficiencies.

REASON FOR POLICY: Northumbria Police has a legal duty of care to all officers and staff as per the Health and Safety at Work Act 1974, section 2. This includes mental health as well as physical health and safety. The Act requires employers to provide so far as is reasonably practicable a safe place of work; safe systems of work; and information and training. The Management of Health and Safety at Work Regulations 1999 require a number of provisions to be put into place, including a health and safety policy, suitable and sufficient risk assessments, and health surveillance. Northumbria Police is committed to protecting so far as is reasonably practicable the health, safety and well-being, (including mental health) of all staff and officers.


It is recognised that a stress reaction in the workplace is a health and safety issue and Northumbria Police acknowledge the importance of identifying and reducing workplace stressors. Northumbria Police is committed to implementing a stress management framework for all staff and officers throughout the organisation. The benefits will support all officers and staff, the organisation, and the public.

Policy Statement

Northumbria Police will:

  • consult with the appropriate representatives on all proposed action relating to the prevention of workplace stress.
  • endeavour to identify workplace stressors so far as reasonably practicable, and conduct risk assessments to eliminate stress or control the risks from stress. These risk assessments will be regularly reviewed to reflect changes in legislation and/or working practices.
  • manage stress through effective and sensitive management of workload and pressures.
  • endeavour to provide support via Occupational Health (including the Employee Assistance Programme confidential counselling) for staff affected by stress caused by either work or external factors.
  • the EAP service is available 24 hours a day, 7 days a week to all police officers, staff, and members of their immediate families. The service is confidential and covers a wide range of issues with dedicated staff being on hand to provide information, advice and support to help individuals with on-going challenges. You can contact the service by telephone on 0800 688 8010 or from abroad on 01865 397 074.
    review stress management in line with the Health and Well-being Framework.
  • monitor occurrences of stress, sickness absence, grievances and their outcomes.
  • endeavour to provide managers, officers and staff with the necessary support and guidance through the provision of training, information, instruction and supervision as identified in section 2 of the Health and Safety at Work Act 1974.
  • promote a culture of consultation, participation, empowerment and open communication.

Additional Support

Please refer to the Internal Support Policy.


SOURCE DOCUMENT: Health and Safety at Work Act 1974, Health and Safety at Work Regulations 1999, Chartered Institute of Personnel and Development (CIPD) Guidance on Stress, ACAS Advisory Booklet - Stress at work, Stress at work – a guide for safety reps by Unison. A guide for GMB Safety Representatives – Work Related Stress, HSE – Managing the Causes of Work Related Stress.

GROUPS AFFECTED: All officers and staff



back to top