Framework for the Control of Work- Related Stress.

1. Framework for the Control of Work- Related Stress.

2. What is Stress and WRS? Stress can be defined as: “strain, pressure, force exerted on a body that tends to strain or deform its shape” Work-related stress can be defined as the harmfulphysical and emotional responses that occur when the job requirements of the job do not match the capabilities, resources or needs of the worker.

3. Stress reflects a wide process of interaction between a person and the environment. Too much stress - more than one can cope with - becomes harmful.

4. A person’s reaction depends on how he/she perceives the event – what is considered stressful by one person might not be so considered by another. Many factors influence one’s perception of events: attitudes, skills, personality, current situation, other events in one’s life, other people in one’s life.

5. Stress – an emerging risk – why? Nowadays recognised that WRS is the second commonest cause of work-related health problem after back pain. Up to 25% of workers across Europe complain of stress at work. Some studies: between 50% and 60% of all working days lost may be due to stress.

7. Common causes of WRS (Europe) (%)Latest Pan-European opinion poll on ohs

8. No problems in identifying stress or its effects. But: problems finding association with work. Extremely subjective matter. Little recognition of work influences or factors that can cause stress.

9. OHS Authority Act, 2000 Section 4 (2): (Declaration of principles). “the physical, psychological and social well being of all workers in all workplaces”. No subsidiary ohs legislation in Malta.

10. OHSA has developed a Maltese framework for action to control stress, through which the Maltese Social Partners declare that they: • signify their intent to continue raising awarenessand understanding about the extent and magnitude of the problem and to promote initiatives amongst stakeholders and duty holders. • recognise the urgent need to be proactive in this field, and to promote and ensure that are taken, within the limits of each party’s statutory role and according to the specific parameters of the law, those measures indicated to be taken.

11. Actions by Social Partners • Promote a mix of collective and, or individual specific measures targeted at identified stress factors or as part of an integrated stress policy encompassing both preventive and responsive mechanisms. • Push forward the need for the development of company specific Work Related Stress Policies, that reflect the needs of both the company and its employees.

12. Educate in, provide information about, and train their own respective officials and representatives • Use their own resources to organise awareness-raising activities on a regular basis • Promote the sharing of resources between enterprises so that the largest possible number of workers is covered. • Promote Risk Assessment as a tool that can be used at enterprise level to address Work Related Stress.

13. Employers shall promote the benefits of clear communication channels within enterprises whilst ensuring adequate management support for individuals and teams or groups of workers, matching responsibility and control over work, improving work organisation and processes, working conditions and environment. • The Social Partners agree that where the required expertise inside specific work places is insufficient, they shall discuss the possibility of engaging or calling upon the services provided by competent external services.

14. The Signatory Parties to this Agreement agree to evaluate and review the Agreement any time after the five years following the date of signature, if requested by any one of them. • The Occupational Health and Safety Authority agrees to continue taking initiatives to raise awareness about Work Related Stress, and to continue its cooperation with, and to provide assistance to the Social Partners in Malta, especially by making available information and guidance on the subject of Work Related Stress, its elimination or control.

15. The document includes a ‘Model Policy’ which can be adapted to take into consideration the size, economic environment and specific circumstances of any organisation. • Assigns responsibilities • Requires consultation with workers • Needs to be signed by the employer to show commitment

16. The way forward • Following seminar, document issued for public consultation. • Document finalised after taking into consideration all feedback received. • Organisation of a public ceremony for signing of document. • Review of document 5 years after signing.