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20 Oct 2008 : Column 111W—continued
| Table 2: The Royal Parks Agency | |
| 1 April to 31 March each year | Average duration of single periods of sick leave (days) |
| Note: This table shows the results for the Royal Parks Agency—DCMS’s Executive agency only. The Royal Parks Agency only holds sickness absence data dating back to 2003. | |
The information in relation to the non-departmental public bodies could be provided only at disproportionate costs.
Jenny Willott: To ask the Secretary of State for Culture, Media and Sport what the average duration of single periods of sick leave taken by staff in (a) his Department, (b) its agency and (c) the non-departmental bodies for which it has responsibility who gave (i) stress and (ii) mental health and behavioural disorders as the reason for their absence was in each of the last 10 years; and if he will make a statement. [216088]
Mr. Sutcliffe: As part of the Department’s Diversity and Health and well-being policies, we have a range of initiatives and programmes in place to support staff and to manage stress, mental health and behavioural issues.
Furthermore, in order to raise awareness of stress and mental health issues we have implemented a range of initiatives and guidance for managers and staff to manage mental health problems in the workplace including an initiative to tackle the stigma and discrimination associated with mental illness.
We regularly monitor sickness absence and reasons for absences as a means to tackle attendance issues and provide support to our staff. This support ranges from a 24 hour employee assistance programme, occupational health referral, rehabilitation programme for staff and reasonable adjustments to work or the working environment.
Our work-life balance and lifestyle programme supports our “stress at work” policy allowing staff to manage stress through achievement of effective work-life balance.
We have robust procedures in place to manage sickness absence within the Department and the policy includes guidance for staff on how to preserve and maintain their own and others mental well-being, this includes information on preventing and identifying stress.
The Department has completed a Stress Audit recently and the overall departmental analysis shows that there are no areas of high risk stress across the Department, and only three areas of medium risk. We are now in the process of drawing up an action plan to address the issues highlighted in the report. We will also be running a health event in November which will aim to raise awareness of health and well-being issues.
The Department’s sick pay policy pays for sickness absence on full pay for up to six months in any period of 12 months absence—followed by half pay for sickness of up to a maximum of 12 months in any period of four years or less.
| Table 1: Department for Culture, Media and Sport | ||
| Average duration of single periods of sick leave (days) | ||
| Tax year | Stress | Mental and behavioural |
| Note: This table shows the results for DCMS only. DCMS only holds sickness absence data dating back to 2003. | ||
| Table 2: The Royal Parks Agency | ||
| Average duration of single periods of sick leave (days) | ||
| Financial year | Stress | Mental and behavioural |
| Note: This table shows the results for the Royal Parks Agency—DCMS’s Executive agency only. The Royal Parks Agency only holds sickness absence data dating back to 2003. | ||
The information in relation to the non-departmental public bodies could be provided only at disproportionate costs.
Jenny Willott: To ask the Secretary of State for Culture, Media and Sport how many sick days were taken by employees in (a) his Department, (b) its agency and (c) the non-departmental bodies for which it has responsibility due to (i) stress and (ii) mental health and behavioural disorders in each of the last 10 years; what proportion of sick days taken in each body this figure represented in each case; and if he will make a statement. [216144]
Mr. Sutcliffe: As part of the Department’s Diversity and Health and well-being policies, we have a range of initiatives and programmes in place to support staff and to manage stress, mental health and behavioural issues.
Furthermore, in order to raise awareness of stress and mental health issues we have implemented a range of initiatives and guidance for managers and staff to manage mental health problems in the workplace including an initiative to tackle the stigma and discrimination associated with mental illness.
We regularly monitor sickness absence and reasons for absences as a means to tackle attendance issues and provide support to our staff. This support ranges from a 24 hour employee assistance programme, occupational health referral, rehabilitation programme for staff and reasonable adjustments to work or the working environment.
Our work-life balance and lifestyle programme supports our “stress at work” policy allowing staff to manage stress through achievement of effective work-life balance.
We have robust procedures in place to manage sickness absence within the Department and the policy includes guidance for staff on how to preserve and maintain
their own and others mental well-being, this includes information on preventing and identifying stress.
The Department has completed a Stress Audit recently and the overall departmental analysis shows that there are no areas of high risk stress across the Department, and only three areas of medium risk. We are now in the process of drawing up an action plan to address the issues highlighted in the report. We will also be running a health event in November which will aim to raise awareness of health and well-being issues.
The Department’s sick pay policy pays for sickness absence on full pay for up to six months in any period of 12 months absence—followed by half pay for sickness of up to a maximum of 12 months in any period of four years or less.
| Table 1: Department for Culture, Media and Sport | ||||
| Stress | Mental and behavioural | |||
| Tax year | Number of sick days | Proportion of sick days (percentage) | Number of sick days | Proportion of sick days (percentage) |
| Note: Table 1 shows the results for DCMS only. DCMS only holds sickness absence data dating back to 2003. | ||||
| Table 2: The Royal Parks Agency | ||||
| Stress | Mental and behavioural | |||
| Financial year | Number of sick days | Proportion of sick days (percentage) | Number of sick days | Proportion of sick days (percentage) |
| Note: Table 2 shows the results for The Royal Parks Agency—DCMS’s Executive Agency only. The Royal Parks Agency only holds sickness absence data dating back to 2003. | ||||
The information in relation to the non-departmental public bodies could be provided only at disproportionate costs.
Departmental Sick Pay
Jenny Willott: To ask the Secretary of State for Culture, Media and Sport how many staff in (a) his Department, (b) its agency and (c) the non-departmental bodies for which it has responsibility have received sick pay for sick leave due to (i) stress and (ii) mental health and behavioural disorders in each of the last 10 years; what the average length of time was for which sick pay was paid in these cases; and if he will make a statement. [216085]
Mr. Sutcliffe: As part of the Department's Diversity and Health and well-being policies, we have a range of initiatives and programmes in place to support staff and to manage stress, mental health and behavioural issues.
Furthermore, in order to raise awareness of stress and mental health issues we have implemented a range of initiatives and guidance for managers and staff to manage mental health problems in the work place including an initiative to tackle the stigma and discrimination associated with mental illness.
We regularly monitor sickness absence and reasons for absences as a means to tackle attendance issues and provide support to our staff. This support ranges from a 24-hour employee assistance programme, occupational health referral, rehabilitation programme for staff and reasonable adjustments to work or the working environment.
Our work-life balance and lifestyle programme supports our "stress at work" policy allowing staff to manage stress through achievement of effective work-life balance.
We have robust procedures in place to manage sickness absence within the Department and the policy includes guidance for staff on how to preserve and maintain their own and others mental well-being, this includes information on preventing and identifying stress.
The Department has completed a Stress Audit recently and the overall departmental analysis shows that there are no areas of high risk stress across the Department, and only three areas of medium risk. We are now in the process of drawing up an action plan to address the issues highlighted in the report. We will also be running a health event in November which will aim to raise awareness of health and well-being issues.
The Department's sick pay policy pays for sickness absence on full pay for up to six months in any period of 12 months absence—followed by half pay for sickness of up to a maximum of 12 months in any period of four years or less.
| Table 1: Sick leave—stress and mental health and behavioural disorders, Department for Culture, Media and Sport | ||||
| Stress | Mental and behavioural | |||
| Tax Year | Number of staff | Average days | Number of staff | Average days |
| Note: Shows the results for DCMS only. DCMS holds sickness absence data dating back to 2003 only. | ||||
| Table 2: Sick leave—stress and mental health and behavioural disorders, The Royal Parks Agency | ||||
| Stress | Mental and behavioural | |||
| Financial Year | Number of staff | Average days | Number of staff | Average days |
| Note: Shows the results for The Royal Parks Agency—DCMS's Executive agency only. The Royal Parks Agency holds sickness absence data dating back to 2003 only. | ||||
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