Employment Practice

It has been estimated that at any one time as many as 20% of the workforce of the average Organisation will be trying to cope with a personal problem likely to affect their performance. Of these nearly half could be experiencing a serious problem, such as divorce, death or serious illness of a close relative or friend, court case, and so on. All these eventualities as well as uncontrollable pressure of work, could lead to stress. Definition Stress could be defined as 'pressure which is uncontrollable by the sufferer'. The problems set out above and others, can cause stress which is detrimental to the output of the employee, and could affect the output of their colleagues. This can be compounded by unsympathetic attitudes of those in any position of authority who in trying to achieve output or targets, may feel their efforts are being negated, virtually deliberately by those suffering from stress. Unlike a broken leg, or a heavy cold, stress symptoms are far less ...

Commentary Employee assistance (counselling) programmes are now operated by around 80% of the top 500 American companies and are becoming increasingly popular in the UK. A recent survey indicated that approaching 200 UK companies had such programmes, finding them of considerable value not only helping to solve problems, but also in improving workplace relationships generally. If nothing else the programmes should indicate that the employer cares about the welfare and long-term health of its workforce. Whilst the employer sets the programme up and provides information on how advice can be sourced (that is via a comprehensive communication of both problems and suggested alleviation), the process relies on the employee making the contact and acting on the advice. Buying an external resource with guarantees of confidentiality etc., should encourage employees to use the system with confidence that nothing will be relayed to the employer without their permission. Internal Resource Whilst it ...