Several chapters briefly describe the description of work-related stress/stress, the identification of work-related stress problems, the responsibilities of employers and workers, and the reduction and prevention of work-related stress problems. The aim of the actors is to increase awareness and understanding of work-related stress. In addition, employers and workers have a framework to identify and prevent work-related problems. In 2004, the European Trade Union, the Union of Industry and Employers` Confederations of Europe, the European Association of Small and Medium-sized Craft Enterprises and the European Centre for Public Participation Enterprises and Enterprises of General Economic Interest signed the Framework Agreement on Work Stress. This framework agreement negotiated in 2003 by the European social partners, which deals with issues such as the identification and prevention, the abolition or reduction of work-related burdens, as well as the responsibility of both employers and workers (and their representatives), will certainly help to combat this harmful and growing phenomenon which can potentially affect any job. Work-related expenses can be due to a number of factors such as work content, work organization, work environment, poor communication, etc. Under Framework Directive 89/391 on health and safety, all employers have a legal obligation to protect the safety and health of workers in the workplace. This obligation also applies to work-related stress problems when they pose a health and safety risk. When a work-related stress problem is identified, steps must be taken to prevent, eliminate or reduce them. This may include different measures that can be collective, individual or both. the implementation in 2008 of the European Autonomous Framework Agreement on Work-Related Stress, training of managers and workers to raise awareness and understand stress, its potential causes and adaptation to change; Stress is described in the agreement as “a condition accompanied by physical, psychological or social disorders or dysfunctions, and which is due to the fact that people do not feel able to meet the demands or expectations imposed on them.” Identifying a work-related stress problem may include an analysis of factors such as work organization and processes, working conditions and environment, communication and subjective factors. Signs can be high rates of absenteeism or staff turnover, frequent interpersonal conflicts, or worker complaints.
The framework agreement does not address violence, harassment and post-traumatic stress. a study on current trends and measures taken by the EU and Member States to address stress and psychological problems related to the provision of information and consultations with workers and/or their representatives, in accordance with legislation, collective agreements and Community and national practices.