These are the factors with potential to harm employees’ psychological and physical health and arise from difficult workplace relationships, the nature of the work (particularly where there is harrowing or emotionally demanding subject-matter as in immigration, family, crime and personal injury) and the work environment, for example, where there is a lack of support, low morale or bullying.
Rimmer advises that employers take a preventative approach and suggests practical steps to identify and manage risks. Achieving this, she writes, ‘may lead to increased productivity, improved staff engagement, reduction in staff turnover and a more positive culture’. See p22. For more information or help from LawCare, which helps legal professionals and their families with a range of stress, anxiety, overwhelm, addiction and mental health issues, go to www.lawcare.org.uk.
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