Dealing with psychosocial stress in the workplace

Published by:

Netherlands Chamber of Commerce, KVK

3 min read

You must minimise high work pressure or inappropriate behaviour in the workplace as much as possible. This is also known as psychosocial workload (PSA). You must have a PSA policy in place to prevent health and other issues. Find out what you need to do to tackle psychosocial stress at work.

What is PSA?

Psychosocial workload (psychosociale arbeidsbelasting, PSA) is stress caused by unwanted behaviour or extreme work pressure. This can have a negative effect on an employee's performance. PSA can lead to

physical complaints
psychological complaints
social complaints

This can lead to to:

more absenteeism
burnouts
long-term illness or disability

You must prevent PSA among your employees as much as possible.

Causes of PSA

If employees experience psychosocial workload, this can have various causes. For example:

Bullying (in Dutch)
Aggression and violence (in Dutch)
Discrimination (in Dutch)
Sexual harassment (in Dutch)
High work pressure (in Dutch)

Is a PSA policy mandatory?

Yes, you must draw up a PSA policy and protect your staff from physical, psychological, and social health issues. The PSA policy is part of the working conditions in your Health & Safety policy. It ensures that your employees can work safely and healthily.

If you do not have a PSA policy, the Netherlands Labour Authority (Nederlandse Arbeidsinspectie) can take measures. You risk a high fine.

Create a PSA policy

Base your PSA policy on your company's risk assessment and evaluation (RI&E).
Use the RI&E to identify what the health and safety risks are for your employees.
First, you describe when your employees could suffer from PSA and the possible causes.
Then you make a plan of action with measures to prevent and reduce PSA.

Do not forget that you should also regularly check if the measures are helping.

What can you do to deal with PSA?

There are various measures you can take against psychosocial workload. For example:

Make sure your employees know they can come to you or their manager if they want to talk.
Appoint a confidential adviser. Employees talk to this person when they cannot or do not want to go to their manager. For instance, if they are being sexually harassed or bullied by their manager.
Create a code of conduct for (un)desirable manners (in Dutch). Determine what desired behaviour is and how employees should interact with each other and customers. Also include how you deal with unwanted behaviour. Such as bullying, sexual harassment, and aggression.
Set up a complaints procedure, so that employees can officially share their complaints.
Research the causes of work pressure within your company. For example, with an anonymous questionnaire or interviews.
Educate your employees about PSA. For example, about work pressure. Discuss the specific risks your employees face, how they can recognise them, and what the consequences may be. Also tell them about the measures you have taken to prevent this.

Check if you are doing enough against PSA

Do you want to know if you are doing enough against psychosocial workload? Complete the Work Pressure and Unwanted Behaviour self-inspection tool (only available in Dutch). This check will tell you what an inspector is looking for. You will also receive a list of actions and improvements.

What should your employee do?

You must provide a safe and healthy work environment. But your employees must also take responsibility. As far as they can, employees must take care of their safety and health. For themselves and for others, such as colleagues.

New rules

New rules for employee well-being in the workplace are being introduced .

Code of conduct on undesirable behaviour to become mandatory

You will soon also be required to have a code of conduct against undesirable behaviour in the workplace. Undesirable behaviour includes, for example, bullying, sexual harassment, discrimination, aggression or violence by colleagues or managers.

Confidential officer will be mandatory

It will soon be mandatory to have a confidential officer for your organisation. This could be someone from within your own organisation, or someone provided by a sector organisation or an occupational health and safety service.

Topics

Regulations