Stress and Well-being

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 well-being. 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 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 well-being

  Risks to stress might include:

  • environmental factors such as lighting, temperature, workstation, or office set up
  • a higher workload during busy periods
  • staffing issues or shortages
  • external factors which the staff member has shared.
• 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 well-being 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 well-being by:

• providing suitable facilities for meal breaks, rest periods, and personal care
• debriefing after a traumatic event

  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.
• offering confidential access to counselling.

See also Bullying, Discrimination, and Harassment.

mental health, wellbeing, well being