Sorry another RIDDOR query, but this time relating to stress. I have always been of the understanding that stress is difficult to determine as a RIDDOR as often it is a build up of issues and not normally related to one particular incident. However, I have an incident reported to me (encouraged by their Union to report as they believe it should be reported!) which states they believe it is down to a particular work place incident but on further investigation it appears there is a long history behind this. They claim the one incident that occurred 'caused them to have a breakdown' as such and subsequently went on the sick.The workplace stress is believed to be down to one main factor which is bullying. Now the person has been off for several months but only now I have been notified by HR of this. We have conducted a stress risk assessment for the person and provided support through Occ Health, EAP and stress workshops for staff and managers of which they have also attended. I would be interested to see other's views on whether this is a RIDDOR or any personal examples they have similar to this.

Stress in not RIDDOR reportable.

Indeed, a quick check suggests not reportable.

Stress is not an injury, disease or dangerous occurrence.

I think one of the major concerns is that it falls down a crack between Safety and HR... Someone needs to own it and although HR stick their hand up and say that is their policy when someone says risk assessment..in everyone's head that equals safety.... You have done the right thing just isn't, at the moment, RIDDOR reportable.

Were those that wanted it treated as a RIDDOR accepting of the fact that it was? We do appear to have a culture whereby if a doctor states on the form 'workplace stress' then people think it should be reported. I would be interested to know whether there are any cases that have been reported to the HSE and what was the reasoning for these.

http://www.hse.gov.uk/research/rrpdf/rr518.pdf Found it..!! Don't know if it will help, but worth a read.

The Over 7 days reprting is for "injuries" ,not for illnesses and as yet, stress is not an illness reportable under RIDDOR

Widening the debate slightly.... The OP identifies that "We have conducted a stress risk assessment for the person and provided support through Occ Health, EAP and stress workshops for staff and managers of which they have also attended." If I did a manual handling risk assessment 'for an individual' worker - and then told the worker to begin attending with the local chiropractor because he had a bad back.... Would I be in the same situation??? I am always nervous of 'stress' related issues when the 'solution' is seen as somehow being treatment for the injured rather than elimination reduction isolation or control of the risk... We appear to be blaming the victim as being the author of his own misfortune.. And I say 'we' - because I know I've been there done that.... It's a lot easier than doing a business-wide survey for stress related 'problems', then changing hours of work, employing twenty more supervisors, overhauling the business culture, sacking the bullying MD, doing away with bonus targets and... and.... If its a problem (and it often is) - then it needs to be resolved at source not just by putting a sticking plaster on it... And for once I don't have a simple answer.

Very good point steve e ashton and I was conscious that we needed to deal with the root cause. We also are tackling stress and wellbeing in an organisation wide way too. Interestingly enough we conducted a staff survey (important it was not called 'stress' survey'!) where, although not directly asking "are you stressed", some responses illustrated an issue. The intent to be that we could use some of this information to help with our organisation wide risk assessment. I attended one of our sessions we run on coping techniques and must admit I found it one of the most beneficial sessions I have attended on stress. Well worth considering if anyone is thinking about providing similar sessions for staff. As Borisgiles mentions above, this session was both about proactively recognising the problems and signs of stress but also giving practical ways of coping and dealing with the issues.

IMO, there are two distinct categories here. Firstly, there is stress that is directly linked to the type of work that you do (e.g. a high stress role such as a stockmarket trader, high pressure targets, someone who works with victims of abuse etc). Secondly, there is stress that is caused by a hostile work environment such as a bullying manager or colleague. In the first case one person having a breakdown and another being able to deal with it suggests that the person who had a breakdown may be able to develop coping strategies to help them deal with the pressures of their jobs (or they may find that they do not have the disposition for that type of work). In the second case, I agree with Steve. The suggestion that the victim is the one with the problem and is the one who needs "fixing" makes me very uncomfortable. More often than not in bullying cases, the person responsible does not treat everyone in exactly the same way, there is usually one person who is singled out more than others. This works because the bully gets more of a reaction from a victim who is singled out and it also serves as a warning to others. To suggest that this management style is passable because only one person had a breakdown is to contort the real life experiences of most victims and store up problems for the future. When the first bullied victim leaves, he/she will inevitably be replaced by the next victim to fill the void for the bully. The person who needs fixing here is the bully not the victim.

I stand to be corrected but from a recent Stress seminar I understand that the HSE recognise stress and it's mentioned as a consideration within the HASAWA, but theres no regulation, a cop etc, just guidance. As already stated by others, definitely reportable. DJ

Whilst not RIDDOR it is very useful to use the comparison when trying to get employers to recognise the issue - going to to the Executive and saying had these been RIDDOR - would you ignore the x no of cases...