4 ways to automate a stress risk assessment

#1 - Simple assessment

Who it's for: Single-site businesses recording the stress assessment themselves.

What it is: A stress risk assessment records the causes of work-related stress, the people affected, the controls in place, and any further action. This version keeps each factor in one group: the factor, who's affected, controls in place, risk level, and further action. You add one group per factor.

Available on: Basic.

In practice: A single-site venue assesses its stress factors. For "unpredictable rotas causing strain", they note who's affected (floor and kitchen staff), the controls (rotas published two weeks ahead, swap system), rate it medium, and the further action: review the rota notice period. Next factor, next group.

Why it works: Work-related stress is a real, legally recognised risk, and employers must assess it like any other. Keeping each factor in one group makes it a structured assessment rather than a vague "we should look after wellbeing".

Steps included:

• 1 grouped assessment (one group per factor): factor, who's affected, controls in place, risk level, further action
• Duplicate the group for each stress factor

When to upgrade:

1. A manager does the assessment and needs the framework
2. You want to attach supporting evidence
3. You run more than one site and need a signed, dated record

#2 - With guidance

Who it's for: Businesses where a manager completes the assessment and needs a framework to work from.

What it is: The simple assessment with a guidance note in the group, built on the HSE management standards, the six areas that drive work-related stress: demands (workload, hours), control (say over how work is done), support (from managers and colleagues), relationships (conflict, bullying), role (clarity of what's expected), and change (how change is managed). It prompts the assessor to work through each.

Available on: Standard.

What it adds to the previous template:

1. The six HSE management standards are on screen as a framework
2. The manager covers the real drivers of stress, not just symptoms
3. The assessment is consistent whoever completes it

Why it works: The guidance sits in the group with the fields, so the assessor uses the recognised framework rather than guessing what causes stress.

Steps included:

• 1 guidance note in the group (the six HSE management standards)
• 1 grouped assessment: factor, who's affected, controls, risk level, further action

When to upgrade: When the assessment needs supporting evidence (Stress RA #3) or a signed, dated record (#4).

#3 - With photo evidence

Who it's for: Businesses that want to attach supporting evidence to the assessment.

What it is: The guided assessment plus a photo or attachment in the group, a staff survey result, a note from a wellbeing conversation, or a published rota. It grounds the assessment in evidence rather than the manager's view alone.

Available on: Standard.

What it adds to the previous template:

1. Supporting evidence attached, captured at the time
2. The assessment grounded in staff input, not just management's view
3. A baseline to compare at the next review

Why it works: Stress is best assessed with input from the people affected. Attaching evidence (a survey, a note) shows the assessment reflects what staff actually report.

Steps included:

• 1 guidance note in the group (the six HSE management standards)
• 1 grouped assessment: factor, who's affected, controls, risk level, further action
• 1 photo or attachment in the group (supporting evidence)

When to upgrade: When the assessment needs a named, dated sign-off (Stress RA #4).

#4 - With photo and signature

Who it's for: Multi-site groups where each site's stress assessment has to be signed, dated, and reviewable from head office.

What it is: The assessment plus a signature in the group. The assessor signs to confirm it and set a review date.

Available on: Standard.

What it adds to the previous template:

1. A signature confirming who assessed and when
2. A clear point to set the next review date
3. A complete, dated record an auditor treats as best practice

Why it works: The signature makes the assessment owned and dated, and across sites it lets an HR or safety lead confirm every site has assessed work-related stress.

Steps included:

• 1 guidance note in the group (the six HSE management standards)
• 1 grouped assessment: factor, who's affected, controls, risk level, further action
• 1 photo or attachment in the group (supporting evidence)
• 1 signature in the group (assessed by)

When to upgrade: When you want Poppi to remind you when a review is due, or pull every site's stress assessments into one report. Those versions are coming in the next post update.

How to pick the right version

You don't need to know our product to choose. Just answer three questions.

Is it just you assessing, or does a manager do it?

If you do it yourself and know the framework, a plain assessment is enough. The moment a manager does it, the HSE standards need to be on screen. If only you assess, #1 is fine. If a manager does, start at #2.

Do you need supporting evidence, or is a written record enough?

A written assessment meets the duty. Attaching a survey or notes grounds it in staff input. If a written record is enough, stop at #2. If you want evidence, #3 adds an attachment.

Does it need a signed, dated sign-off?

For a single site, the record can stand alone. Across sites, an auditor wants a signature on each. If no sign-off is needed, #3 is enough. If you run more than one site, #4 adds a signature.

Related reading

• Violence risk assessment - aggression as a source of stress and harm
• DSE risk assessment - the workstation side for office staff
• Lone working risk assessment - isolation as a stress and safety factor

Frequently asked questions

Do I legally have to assess work-related stress?

Yes. Employers have a duty to assess the risk of work-related stress and act to reduce it, the same duty as for physical risks. The HSE provides the management standards approach as the recognised way to do it.

What are the six HSE management standards?

Demands (workload, patterns, environment), control (how much say staff have), support (from managers and peers), relationships (positive working, no bullying), role (clarity of responsibilities), and change (how organisational change is managed). The guidance version puts these on screen.

How do I assess something as personal as stress?

By focusing on the work factors, not individuals: workload, rotas, support, clear roles. Input from staff (a short survey or conversations) makes it real, which is why version #3 lets you attach that evidence. You're assessing the causes you can control, not diagnosing people.

How often should it be reviewed?

Periodically, at least annually, and after significant change (restructure, new management, sustained pressure) or if staff raise concerns. Version #4 captures the sign-off and is the point to set the next review.

Where to go next

Work-related stress is a recognised risk with a clear duty to assess it, and hospitality's demands, hours, and pressure make it real. A stress risk assessment using the HSE standards is how you show you've looked at the causes. The versions above move from a simple assessment to a signed, dated record.

Five more versions are coming in the next refresh that bring AI into the assessment. Poppi can remind you when a review is due, and pull every site's stress assessments into one report. Those need more review time and will land separately.

→ Build your own stress risk assessment on Pilla. The Basic plan unlocks the simple assessment today.