Overworked manager receives £110,000 after suffering from stress

A university worker who had to give up his job due to the stress of working a 65-hour week has received £110,000 in compensation. Laura Forster explains that many employers could face similar tribunal claims as the recession forces them to squeeze more work out of fewer staff.

Many employees seem to be feeling the strain these days as they struggle to cope with the workload of colleagues who have been made redundant.

Mark Bannister worked for Staffordshire University as a manager for ten years. His team lost two members leaving the remaining four to carry out work normally dealt with six people. This increased workload put Mr Bannister under pressure and resulted in him taking time off as he was suffering from stress.

Mr Bannister decided to take legal action on the basis that his employers had not done enough to support him and ensure that he was not overworked. His employer denied liability but agreed an out-of-court settlement of £110,000.

There have been similar cases in which employers have had to pay large amounts in compensation. To avoid falling into the same trap, firms need to have procedures in place to both reduce the possibility of stress developing and also to deal with it quickly when incidents do arise.

As soon as an employer becomes aware that an employee is suffering from stress, they have a duty to take reasonable steps to do something to help. It is important to identify the cause, whether it is workload, excessive hours or difficult relationships with other employees.

Employers may also have to consider whether staff stress may be caused by poor management, lack of support or inadequate training. If several members of staff show signs of stress then it may be that there are problems with the way the firm operates and organises its workload. This may show itself in increasing absenteeism, a constant turnover of staff and a lower level of productivity.

Once it is identified that a member of staff is suffering from stress then they should be monitored. Remedies such as reducing the sufferer's hours and workload may have to be taken. It might also be necessary to provide health checks, counseling and even psychotherapy.

The employer's attitude is likely to be very important in deciding whether there has been a breach of duty. An aggressive, dismissive attitude is likely to be looked on unfavourably by the courts, whereas a more sensitive and understanding approach could have a major bearing on the outcome of the hearing.

For more information please contact Laura Forster on 0115 947 0641.