Workplace Stress and Wellbeing

We recognise that some pressure is a normal part of work and can be motivating, promoting growth, resilience and achievement. However, we recognise that unmanaged or excessive stress can have negative effects on health, performance, and overall wellbeing. Our approach is as follows:

• We do not tolerate harmful levels of workplace stress. We will identify workplace factors that may contribute to stress and take proactive steps to address and reduce them.
• We are committed to creating an environment where work demands are reasonable, manageable, and regularly reviewed, with flexibility applied where possible to support individual needs.
• We take all concerns about stress seriously and act promptly to address them.
• We aim to build a culture where people feel safe to speak up early, before issues escalate.
• We expect managers and staff to share responsibility for recognising stress and wellbeing concerns early, and to encourage open communication and mutual support.
• We will provide access to wellbeing initiatives and tools to support the physical, mental, and emotional health of individuals in the workplace, as well as guidance on managing work-related stress.

Stress cannot be eliminated, but together, we can ensure it remains healthy, manageable, and never harmful.

Managers play a crucial role in preventing and managing workplace stress. They are expected to:

• Create a supportive, open environment where staff feel comfortable raising concerns.
• Monitor workloads and working patterns to ensure they remain reasonable.
• Hold regular 1:1s to identify and address issues early.
• Complete stress risk assessments when concerns arise.
• Implement and review action plans to reduce stressors.
• Signpost staff to appropriate support services.
• Model healthy working behaviours (acting in line with Imperial Values, taking breaks, maintaining boundaries, and respectful communication).

Everyone has a role in maintaining a healthy workplace. Staff are expected to:

• Raise concerns early if work pressures become difficult to manage.
• Participate in wellbeing conversations and risk assessments.
• Use available support services when needed.
• Take regular breaks and manage working hours responsibly.
• Support colleagues and contribute to a positive team culture.
• Follow organisational policies and guidance on wellbeing.

• A structured assessment to identify workplace stressors.
• Stress Risk Assessment Toolkits for Staff and Managers.
• Action planning to reduce or remove risks.
• Regular reviews to ensure improvements are working.

• Regular 1-2-1 discussions to ensure workloads are fair and achievable.
• Encouraging open, honest discussions about pressures, challenges, support needs and wellbeing as part of regular 1-2-1 meetings.

• Management training on how to recognise the early signs of stress.
• Flexible Working Policy - support for balancing work and personal commitments where possible.
• Consideration of reasonable adjustments for health and wellbeing.
• Workplace Adjustments Review Meetings held when agreement on a reasonable adjustment cannot be reached.

• Access to wellbeing policies, stress management guidance, and escalation routes.
• Transparent processes for raising concerns (informal and formal resolution options).

• Your line manager
• People Partner / the People Function
• Occupational Health Referral Process
• Mental health first aiders
• Equality, Diversity and Inclusion Centre

• Confidential Care
• Staff Supporters
• Joint Trade Union Representatives
• Staff Network Groups
• Chaplaincy Services

• Health and Wellbeing resources
• Ele Wellbeing Platform
• Building Resilience and Managing Stress
• Free Mediation Classes
• Stress Management & videos from LinkedIn Learning
• Move Imperial
• Financial Resource: Looking after your money and Financial wellbeing

• GP
• Stress and Mental Health at Work (HSE)
• MIND - Mental health in the workplace
• NHS guidance on work-related stress