• The individual reporting the work-related stress should complete an Individual Stressor Questionnaire (ISQ) (designed to identify perceived stressors and inform an action plan to manage them) and return it to their line manager. 
• It is recognised that completing the questionnaire may be difficult for individuals but it can be helpful in managing the problem.  The manager considering the ISQ will discuss it with the individual to consider appropriate interventions and adjustments to alleviate the employee’s stress (supported by the Departmental HR Manager / Adviser if required), and will record this on a Well Being Action Plan 
• If this is not appropriate, (for example if the individual believes that the line manager is contributing to their stress), then the individual employee should return the ISQ to the person who gave them it (e.g. HR Manager / Adviser) unless they have been requested to do otherwise. 
• If it is agreed that the ISQ is returned directly to HR then the HR Manager/Advisor will:
  • work with the relevant manager to resolve issues and arrange for a Well Being Action Plan to be developed and kept under review
  • Support all parties to identify appropriate interventions and solutions to the issues.
  • For statistical and monitoring purposes Biology Human Resources (biol-personnel @york.ac.uk) should always be informed that a questionnaire has been issued (although not the name of the recipient), so that monitoring of departmental stress issues can be effective.

• A Well-Being Action Plan (see Appendix 4 of the University’s Stress Management Procedure) outlines the reasonable adjustments that can be taken to minimise or remove the causes of stress that have been identified in the Individual Stress Questionnaire.
• The action plan is signed by the individual member of staff and their manager to indicate agreement to the actions being taken. It is the responsibility of all concerned to ensure that actions agreed take place in timely manner (see Ongoing Support & Review - below).
• An HR Manager / Advisor will support and advise the the development of a Well-Being Action Plan with the individual and their manager if required. The individual also has the right to be accompanied by a trade union representative or work colleague if they wish.
• While it may not be possible to change the essential requirements of the job, there are a number of actions which can be taken to support an individual to improve their perception of stress.  Some examples include:
  • Facilitating a phased return to work where stress has caused health-related absence, allowing the individual to assume their duties gradually and with appropriate support
  • Removing some duties from a member of staff either temporarily or permanently, by agreement
  • Making a temporary or permanent change to contractual hours, or other form of flexible working, by agreement
  • Putting in place training and/or mentoring for the individual
  • Referring the individual for advice on life-style issues that may support their ability to manage their own stress responses more effectively

Ongoing support and review

Line managers should meet with the member of staff regularly to offer support and review the effectiveness of the actions taken to manage stress. They may wish to seek the support of Occupational Health in regular health assessments for the first few months of the action plan and in particular should consider this if significant problems continue. These actions should then be reviewed after a suitable period of time to check that they are effectively managing the stressors.