Yesterday Ian Barratt of Mind Strengths Ltd published his “Seven Top Stress Management Tips for Employees”. Today I am publishing my “top tips” for employers hoping to avoid claims for stress at work from being commenced against them.
This is a preview of
Seven Ways for Employers to Avoid Stress at Work Claims
.
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Age Discrimination, Bullying & Harassment, Contracts of Employment, Equality, Personal Injury, Race Discrimination, Religion and Belief Discrimination, constructive dismissal, disability discrimination, stress at work
ACAS, bullying, constructive dismissal, discrimination, harassment, how do I cope with stress, HSA, HSE, Ian Barratt, Management Standards, MHSW, Mind Strengths, Personal Injury, Protection from Harassment Act 1997, stress at work, stress+management, TUC, victimisation
Just as I was sitting down wondering what to write about this week The Independent, with superb timing, published a headline entitled “Redundant Workers to get bigger pay offs” . The report says that the Government has ordered a review of the payments made to workers on redundancy, known as statutory redundancy pay (SRP). This is currently fixed at £350 per week for workers aged between 22 and 41 and is deemed to be a full week’s pay. Workers over 41 when made redundant receive 1.5 times that figure. That weekly figure is then multiplied by the number of complete years’ service (up to a maximum of 20) that the employee has with that company. The employer pays the SRP to the employee, plus whatever notice monies they are due, unless the company has become insolvent in which case the state pays.
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Yesterday Ian Barratt of Mind Strengths Ltd published his “Seven Top Stress Management Tips for Employees”. Today I am publishing my “top tips” for employers hoping to avoid claims for stress at work from being commenced against them. 
