As you can appreciate, the core skills lie in being clear about 'delimiting' and specifying just what hazards underpin the risks to be assessed. As they are inevitably contextually-sensitive, a core skill lies in not simplying standing in the light of the hazards and failing to identify what can (and cannot) be validly assessed. In that light, it's probably advisable to be wary of any trainer not well versed in interactions between an organisation's 'culture', behaviour of management and the traditional practices of HR/OSH in managing stresses in the organisation Ivan Robertson, now at Leeds University, can be very resourceful in this area. He's m.d. of the RobertsonCooper practice, widely respected for their research and development work and often a very helpful genteleman personally. If their offers exceed the budget available, other occupational psychologists with relevant knowhow and commitment to the relevant codes of practice can be traced through www.bps.org.uk

Bob I've just been reading the bundle of papers for a 'mock tribunal' next Tuesday being organised in my area by one of the local branches of the CIPD: the case is about constructive (unfair) dismissal on grounds of work-related stress - and the documentation alone could provide an excellent basis for training in stress risk assessment. Three points arise from this in relation to your specific question: 1. You may find it useful to browse through online informationi about CIPD meetings to identity a good local trainer about assessing risks associated with work-related stress, starting at www.cipd.co.uk; 2. As work-related stress is very, very often associated with claims about unfair dismissal and unlawful discrimination, a suitable and sufficient risk assessment requires far larger considerations than clinical assessement of risk assessment: key relevant references are Earnshaw and Cooper (CIPD, 2001) and Singh and Byford (Law Society, 2003) 3. Both for the reason stated in 2 above and because all the leading research on 'behavioural safety' indicates that its basis is much, much more restricted than the basis associated with work-related stress, it is unikely to provide an adequate basis for a suitable and sufficient assessment of work-related stress.

Bob not really sure if they operate in England in the same way but we have used Healthy Working Lives. They run Stress management training for managers and we have found the feedback very good.