Stress management programmes do not need to stand
alone as independent initiatives. In contrast, they
can make a quantifiable and qualitative contribution to effectiveness when they are embedded within organisational attitudes and become an integral part of the corporate culture.
An effective stress management programme can give rise to numerous benefits for an organisation:
Stress and the law
Companies have a 'duty of care' under the Health and Safety at Work Act 1974, to ensure their people do not become ill as a result of their jobs. This includes stress related illnesses.
Additionally in this context, employers have a responsibility to their employees under the Management of Health and Safety at Work Regulations 1992 to assess risks to staff health and take reasonable steps to prevent harm. This too includes stress.
Any breaches in the contract of employment, which is of particular importance to the concept of 'duty of care' regarding employees’ health, safety and welfare, may lead to a criminal prosecution and/or civil action.