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Stress in the workplace
Janet Taylor
Stress in the workplace can be a major issue for employees with ND, especially if their employers are unaware how to meet their access needs; and do not realise that people with ND are more prone to stress and anxiety. As can be seen in my dissertation, bullying can also be an issue for employees with ND.
According to Mike Carver in Pendulum (Summer 2006) “It is the employer’s duty to provide a safe system of work including monitoring and minimising existing factors which cause or exacerbate stress related psychiatric illness. The factors may be physical such as excessive noise or overcrowding, or psychological such as bullying, intimidation, or fear of violence”
Stress management is also a health and safety issue and Carver (2006) advises that: “It is an employer’s duty as far as is reasonably practicable’ to ensure the health and safety and welfare of their employees (Section 2 of the Health and Safety at Work act 1974). This means that employees who continue to ignore highlighted risk to their employees (stress for example) could be in breach of statutory duty and common duty of care. Employees have a duty to take reasonable care at work for the safety of themlves and others (Section7).
Disability Discrimination Act 2005
Carver 2006 notes that changes in the DDA means that a clinically well recognised condition is covered by the act. Applicants will only have to prove their disability has a long term substantial effect on their ability to carry out normal daily activities. The changes mean, for example, that individuals suffering from stress may be able to claim they should be protected by the DDA.
Janet Taylor
Stress in the workplace can be a major issue for employees with ND, especially if their employers are unaware how to meet their access needs; and do not realise that people with ND are more prone to stress and anxiety. As can be seen in my dissertation, bullying can also be an issue for employees with ND.
According to Mike Carver in Pendulum (Summer 2006) “It is the employer’s duty to provide a safe system of work including monitoring and minimising existing factors which cause or exacerbate stress related psychiatric illness. The factors may be physical such as excessive noise or overcrowding, or psychological such as bullying, intimidation, or fear of violence”
Stress management is also a health and safety issue and Carver (2006) advises that: “It is an employer’s duty as far as is reasonably practicable’ to ensure the health and safety and welfare of their employees (Section 2 of the Health and Safety at Work act 1974). This means that employees who continue to ignore highlighted risk to their employees (stress for example) could be in breach of statutory duty and common duty of care. Employees have a duty to take reasonable care at work for the safety of themlves and others (Section7).
Disability Discrimination Act 2005
Carver 2006 notes that changes in the DDA means that a clinically well recognised condition is covered by the act. Applicants will only have to prove their disability has a long term substantial effect on their ability to carry out normal daily activities. The changes mean, for example, that individuals suffering from stress may be able to claim they should be protected by the DDA.
