Non work-related stress

In this article we look at how employers can support employees who are affected by non work-related stress like pressures at home, that in turn have a knock-on impact at work. 

Times have changed over recent years, and employees are no longer expected to leave their troubles at home.  We all have periods in our life when problems outside of work, whether it’s money or relationship problems will consume us and leave us feeling stressed and unable to concentrate on little else, including our job.

What makes an employee vulnerable?

An employee’s vulnerability to stress may be due to one or more factors such as poor housing, moving home, a relationship break up, bereavement, family health worries or being isolated.  Our ability to cope with pressures is also affected by our own life skills and experience. 

What can I do to help?

There are a few simple steps employers can take to support employees who are struggling to juggle work with non work-related stress issues. 

Consider a flexible working arrangement to support employees to attend appointments.  Allowing time off (either with pay or agreeing that the employee can make the time up) will mean staff can access support services during working hours without the worry of having to call in sick, use up their annual leave or lose pay.

This month has seen the introduction of Carers Leave, which is a day-1 employment right for all employees.   This allows employees to take unpaid time off (1 week in a 12-month period) to care for family members affected by poor physical or mental health, or issues related to old age. 

For employees that have family members overseas, support them to stay connected and feel less isolated by considering a flexible approach to approving annual leave for longer periods than the standard 2 week maximum.

Can I provide a loan?

If staff have financial worries, employers may want to consider offering a loan.  There are limits and tax implications so if you’re unsure it’s advisable to seek professional tax advice to ensure you comply with HMRC regulations.  If you can loan money to an employee, it’s important that this is documented in a formal loan agreement.  As a minimum the agreement should set out the loan amount, the repayment schedule, instalments, and repayment method.  It’s also advisable to set out what happens to any outstanding repayments due if the employee leaves your business for any reason.

How can I support an employee with drug or alcohol issues? 

Drug and alcohol misuse are significant and common issues in society today.   It’s important to handle these situations with empathy and professionalism.  Employers should have a clear policy on drugs and alcohol and wherever possible, if an employee has shared with you that they are struggling, direct them to seek professional help.  Admitting they have a problem is a huge first step towards recovery.   It may be that the employee ends up getting signed off sick, but each situation and the employee’s needs are likely to differ greatly.

What is an employee assistance program?

Many employers will provide an employee assistance programme which offers free and confidential services, including assessments, counselling, referrals and follow up services for employees enabling them to instantly access a counsellor as and when they need to.   Counselling services can provide advice on a range of issues such as addiction problems, legal disputes, family problems, housing, and financial matters.   Employers that invest in an employee assistance program often see a reduction in absenteeism and the associated costs of sick pay and having to plug the gap with agency workers. 

We partner with EAP providers, knowing they will provide a service inline with Spectra’s client relationship values.

Above all, if an employee takes you into their confidence regarding a personal issue, it’s important that the information is kept confidential and not shared with anyone else without the employees consent. 

You can also point the employee in the direction of an information / help service or their GP for support