Duty of care obligations 2026/27: HSWA 1974 · MHSWR 1999 · HSE Management Standards
Estimate your organisation's financial exposure to stress related constructive dismissal or discrimination claims under UK Employment Law
Calculated based on Vento Band awards, legal defence fees, sick leave costs, and recruitment replacement factors.
Designed for managers, team leaders, HR Directors and Operations Directors responsible for their teams
The Health and Safety at Work etc. Act 1974, the Management of Health and Safety at Work Regulations 1999, Section 37 director liability and Equality Act 2010 duties regarding psychological harm.
Demands, Control, Support, Relationships, Role and Change, applied to real workplace scenarios, with a structured five step stress risk assessment and a 15 question assessment (80% pass mark) leading to a certificate of completion.
Recognising behavioural shifts before formal grievances arise. Supportive conversation frameworks for managers.
Structuring reasonable phased returns and adjustments that reduce the risk of constructive dismissal claims.
Creating clear documentation trails that support a strong legal defence in employment tribunals.
Completing a structured workplace stress risk assessment following the HSE five step approach, with proportionate records showing what will change, who owns each action and when it will be reviewed.
Our programme is built around the official HSE framework for managing work related stress, aligned with employers' legal duty to assess risks under the Management of Health and Safety at Work Regulations 1999
Workload, work patterns, and the work environment. Employees indicate they are able to cope with the demands of their jobs.
How much say the person has in the way they do their work. Employees indicate they have a say about the way they do their work.
The encouragement, sponsorship and resources provided by the organisation, line management and colleagues.
Promoting positive working to avoid conflict and dealing with unacceptable behaviour. Employees indicate they are not subjected to unacceptable behaviours.
Whether people understand their role within the organisation and whether the organisation ensures they do not have conflicting roles.
How organisational change is managed and communicated in the organisation. Employees indicate the organisation engages them frequently when undergoing change.