Brussels, 25/02/2011 (Agence Europe) - The framework agreement on stress at work, signed by the social partners on 8 October 2004, has had positive effects where it has been implemented. Efforts by employers and workers have led to policy developments in 12 member states where little had been done before. While the agreement has not been implemented evenly in all countries, 19 member states now have legislation or binding collective agreements that address stress or other psychological risks at work. These are the findings of an assessment of the impact of the 2004 framework agreement published by the Commission on Thursday 24 February.
Over the last 10 years, work-related stress has increased in nine member states and has only fallen in Sweden. Studies suggest that between 50% and 60% of all lost working days are stress-related. It has been reported that stress costs at least €2 to €3 billion each year in France, for example. In the UK it is estimated that 10 million working days are lost due to anxiety, stress and depression linked to work.
In a press release, the Commission notes that: - the social partners in Malta, Cyprus, Poland and Slovenia have not reported on the follow-up to their commitments and results in Bulgaria, the Czech Republic, Germany and Estonia have fallen short of expectations; - improvements must be made across the board; - according to social partners, prolonged exposure to stressful situations can do significant damage; - the most important stress factors are work demands, room for manoeuvre, social relations, emotional demands, value and ethical conflicts, and employment insecurity; - the proportion of workers reporting that they work to tight deadlines or at high working speed for at least a quarter of their time rose from 50% in 1991 to over 60% in 2005 and has remained stable since then.
The 2004 framework agreement seeks to raise awareness of work-related stress and provide a framework for action. The role of employers is to: - identify risk factors for stress and to try to match responsibility better with skills; - consult workers on restructuring and new technologies; - provide support to individuals and teams. For the detail, see EUROPE 8804. (G.B./transl.rt)