HSE inspected the trust last September, after an NHS survey showed an increase in work-related stress.
The trust has previously been told to make improvements by the Care Quality Commission and the Equality and Human Rights Commission, and had been in NHS England special measures.
HSE identified that the trust needed to implement measures to reduce unplanned overtime at the end of shifts, develop protocols to reduce staff exposure to abuse, review training and update work-related risk assessment.
A HSE spokesperson told HR magazine that while the organisation cannot comment in detail on an ongoing matter, there are high levels of stress, depression and anxiety across the healthcare industry, and tackling them is difficult, as is also true in other sectors where stress is common.
The spokesperson confirmed that regulator encouragement is one part of solving the workplace stress conundrum; organisational actions are another part of the solution.
Read more: Work-related stress tops employers' health and wellbeing concerns
A HSE spokesperson said: [We work to] ensure duty-holder activities are aimed at preventing work-related stress, rather than addressing the effects of work-related stress after harm has arisen.”
They also confirmed that, in the healthcare sector, the HSE can take enforcement action under GB health and safety law, through serving notices and issuing letters when employers fail to take reasonably practicable steps to tackle any identified risk factors in key areas of the work.
The spokesperson continued: “Our continuing research programme focuses on identifying practical steps for workplaces that help prevent exposure to issues causing work-related stress, building the evidence base for practical measures organisations should have in place for work-related stress.”
Stress and mental health are two of the biggest causes of sickness absence, said Amanda Arrowsmith, the CIPD’s people and transformation director. She added that stress can impact productivity, performance and individual focus on work tasks.
The CIPD’s Health and Wellbeing Report 2023 highlighted that 76% of organisations reported some form of stress-related absence in the previous year, rising to 92% of organisations with more than 250 employees.
Speaking to HR magazine, she said: “It’s in every organisation’s interest to manage stress and support mental health at work.”
Read more: Employers must prevent work-related stress, HSE says
“Stress undermines people’s ability to focus, make decisions, and avoid mistakes, which can carry real consequences for individuals and the business alike.”
She continued that HR should be at the centre of a preventative approach to stopping workplace stress by listening to employees and identifying pressure points and ensuring a supportive culture.
She added: “HR should ensure line managers are trained and confident to recognise signs of stress, hold compassionate conversations, and signpost to appropriate support.
“Creating a workplace where people feel safe enough to speak up is essential: that’s not just about policies, it’s about relationships, leadership and trust.”
