Rank: Forum user 
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Hi all, we have an employee who has gone off work with stress. Would you add this as lost time under H&S? No physical injury or unique incident, but general work related stress.
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Rank: Super forum user 
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Could be a sign of a more deep-rooted problem, so yes. Work related stress is now a significant cause of lost time, and the HSE does offer some guidance here Tell us about a health and safety issue - Contact HSE It all depends on what you want to do with data; I'd be looking at root cause and preventive actions. I'm sure others here will give better guidance.
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Rank: Super forum user
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Rank: Forum user
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Have they stated that the stress is due to work, does any medical fit note show workplace stress as the reason for the absence ?
If YES then I believe it would be considered as an Occupational Illness,
If he has an Occ health/HR/Managment interview and it transpires the stress is caused by influences outside of the work place then NO,
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Rank: Super forum user
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Hi hardworkingdude One of those QQ where the answer could be: "Is your focus on counting statistics (possibly influenced by a desire for low numbers) or in caring for your workforce and managing the risks to which they are exposed?" Stress is somewhat (though not uniquely) different to most of the risks at the workplace. Usually it is relatively clear that illness or injury has a work-related cause. But stress could be the result of the work environment, be from external influences or a combination of both. The HSE's statistics arguably overstate the work-related element in terms of time lost when people are off sick with "stress" (etc) but nevertheless it is clear that work-related stress is a significant issue - which you can manage (which often means dealing with poor management) or you can play numbers games with.
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 1 user thanked peter gotch for this useful post.
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Rank: New forum user
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If you have been made aware or have reason to suspect that it's work related stress that has brought this on then absolutely it should be considered Occupational. I wouldn't jump to that conclusion without it being made explicit though. Plenty of times the stressers are home related. That can be difficult to establish especially as it can often be very sensitive but as an employer you have the right and responsibility to find out if there's anything you can do to support. Your HR set-up i.e welfare checks for employees on LTI should guide this along with any discussion in return to work meetings, current or previous.
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