Stress and Wellbeing

Policy

We recognise our obligation under the Health and Safety at Work Act 2015 to provide a safe working environment for all staff, which includes managing workplace stress and wellbeing. We understand that stress can cause harm or lead to workplace safety issues, and we take all practicable steps to identify, reduce, or eliminate any aspects of the workplace that might result in stress or discomfort.

To do this we:

• ensure expectations around staff hours, role, and performance are clear and managed, especially during absences or busy periods
• work with staff to match their skills and capabilities to their role
• monitor health and safety factors that might trigger stress, or be a risk to staff wellbeing
• encourage staff to take regular annual leave, and to take sick leave when unwell.

We monitor staff stress levels as far as practically possible, but encourage anyone who is experiencing stress to talk to their manager, team leader, or another senior staff member at an early stage. We invite open discussion, and encourage staff to share the responsibility for their wellbeing by working together to improve the working environment.

Staff may take sick leave for stress as provided for by the sick leave provision of their employment agreement, and in the sick leave section of the Holidays Act 2003.

See Worksafe NZ guidance on work-related stress.

Support for staff

We recognise that healthcare can be a stressful environment to work in. We support staff wellbeing by:

• providing suitable facilities for meal breaks, rest periods, and personal care
• debriefing immediately after a traumatic event and continuing with support over the days, months, and weeks that follow.

  After an emergency or traumatic event:

  • Be mindful of the physical, mental, and emotional toll that emergencies can have.
  • Check staff are able to continue with their tasks, and rebook patients if necessary.
  • Debrief with staff immediately after and in the days following the event.

  Debriefing is a semi-structured discussion intended to relieve stress and provide support.

  During a debrief:

  • discuss the decisions made and the rationale behind them
  • reflect on the performance of the team
  • identify areas for improvement.
• providing information about our employee assistance programmes (EAP) and other support services

  The following counselling and support helplines are available for free:

  • Free call or text 1737 any time to talk with a trained counsellor
  • Lifeline - 0800 543 354 or text 4357
  • Samaritans - 0800 726 666
  • Alcohol Drug Helpline - 0800 787 797 or text 8681
  • Gambling Helpline - 0800 654 655 or text 8006
  • OUTLine - 0800 688 5463 – OUTLine is a confidential telephone support for the rainbow community, available evenings from 6pm–9pm.
  • Anxiety Helpline - 0800 269 4389

  Source: Worksafe Mahi Haumaru Aotearoa

• offering confidential access to counselling.

Related policies

Bullying, Discrimination, and Harassment

Health and Safety

Resources

Mental Health Foundation: Minimising and Managing Workplace Stress

Worksafe: Mental Health

Government Health and Safety Lead: Creating mentally healthy work and workplaces

RNZCGP - Member Wellbeing

mental health, wellbeing, well being