Public and Commercial Services Union

DWP/BB/126/07

RMS stress category

A single stress category will be available on RMS (resource management system) from 1 November 2007. All stress related absences will be recorded as stress without qualification. This is consistent with the well-being at work policy which does not distinguish between work and domestic causes in its definition of stress.

The use of the “work related stress” category has been discontinued to avoid misrepresentation of the scale and nature of work related stress absence. RMS records showed 95% of absences attributed to stress recorded against the generic “stress” category with only 5% against the “work related” category.

DWP will continue to use its staff survey results as the main indicator of potential problems in the workplace as this is not restricted to employees who have taken sick leave and the response rate is high.

Advice, consultation and decision

The removal of the work related stress absence category from RMS was implemented following professional advice and consultation with the departmental trade union side.

Qualified occupational health physicians from the DWP’s corporate medical group, and Capita Health Solutions separately advised DWP against distinguishing between “stress” and “work related stress”. Advice was also taken from the Health and Safety Executive (HSE).

Stress and medical certificates

When absence is because of a medically recognised condition it is best practice for such a reason to be recorded by DWP. A medical certificate which simply records “work related stress” as the only reason for absence is not sufficient as a basis for legal action against the employer.

Thompsons solicitors advise that:

"It is fundamental to a personal injury claim that there is an injury. Injury does not have to be physical, but “stress” is not enough. The courts look for evidence of a clinically recognisable psychological or psychiatric condition."

The work related stress category for recording absence could lead to a serious misunderstanding that this was a sound basis for legal action and undermine the essential use of the risk assessment procedures.

Stress risk assessment

Employees who are feeling the effects of stress should seek help early. The well-being at work policy (para 15) advises:

• If you are feeling the effects of stress you should seek help early
• You should make your manager aware if you are experiencing pressures inside or outside the workplace and discuss possible remedies.

If an employee is showing signs of stress, or is absent due to stress, the manager should arrange to conduct an individual risk assessment under the well-being procedures (para 4).

The manager must inform the employee that they can be accompanied by a trade union representative or colleague

PCS supports members

Stress is often a combination of work related and domestic pressures. A single category for recording stress related absence helps to avoid misrepresentation and complacency about the scale of the problem which DWP must address.

The DWP single stress category reflects the DWP approach to support employees who suffer from stress whether or not it is work related. Tackling work related stress will continue using individual risk assessment and the management standards approach supported by the HSE.

PCS has raised concerns about the delivery of the well-being procedures following each stress survey.

The next DWP stress survey will be launched in January 2008 as part of the staff survey.

PCS expects improved arrangements for well-being at work to be agreed by DWP.

Further guidance will be issued for branches to help deliver the advice, support and representation which members need when suffering from stress.