Page | 9 of all member states) aiming at the assessment of psychosocial risks; these tools were used during and after work. The target groups of this campaign were: health sector, including social welfare (private and public); the service sector, e.g. hotels and restaurants; and the transport sector. What is noteworthy that Cyprus harmonized the Occupational Safety and Health Laws 1996 to 2011 and the Occupational Safety and Health at Work Regulations 2002 with the European Directive 89/391/EEC. The definition of “Health in Safety” and “Health at Work” Laws state that "health, in relation to work, implies not only the absence of disease or disability, but also the physical and mental health factors that have a direct link to occupational safety and hygiene ". According to the article 13 of the Occupational Safety and Health Laws, each employer must ensure the safety, health and well-being of all his employees (Department of Labour Inspection – Psychosocial risks at work, 2018). Moreover, in 2004, the European Social Partners (Employers and Trade Unions) reached the Framework Agreement on work-related stress. The article 4 of the Agreement states that if a problem of work- related stress is identified, action must be taken to prevent, eradicate or reduce it. Responsibility for determining the appropriate measures lies with the employer. According to the Article 6 of the Agreement, the measures include the following: • Management and communication measures • Training of managers and employees • Providing information and consulting with employees In Cyprus, a Joint Policy Statement on the Framework Agreement in relation to work-related stress was signed among the social partners in June 2008, expressing their willingness to enforce the provisions of the Framework Agreement. The Statement was co-signed by the Minister of Labour and Social Insurance. Building on this, the Department of Labour Inspection (DLI) set a goal of inspecting approximately 60 workplaces. These were workplaces in the health sector, including social care providers, both private and public; and in the service sector, e.g. hotels and restaurants; and transport sector. The aim of conducting these inspections was to disseminate to as many employers as possible information about their obligation to assess the psychological risks of their employees as well. Other goals included the awareness-raising of employees and the training of inspectors (Department of Labour Inspection – Psychosocial risks at work, 2018). Stress Management in Ireland In Ireland, workplace stress, and the health conditions that can occur as a result of it, is not officially classified as a “reportable incident” by the national Health and Safety Authority (HSA). The HSA sets policy for employers in Ireland and supports them to ensure the health and safety of their employees. In addition, they also act as the regulatory authority where all accidents, illnesses and incidents caused as a result of employment in Ireland can be reported and investigated. However, while illnesses are reportable to the HSA, stress is not seen as an illness by the Authority. Therefore, employers in Ireland are not required to report absenteeism as a result of stress, anxiety or other psychosocial illnesses to the HSA. However, while there is no duty for employers to report workplace stress, they are bound under the Safety, Health and Welfare at Work Act, 2005, to ensure the protection of their employees from all hazards which can lead to injury. In this sense, the HSA identify factors which increase stress and anxiety as potential hazards, which can lead to personal injury in the form of poor mental health. As such, the HSA advises employers to ensure that stressors are included in all risk assessments conducted in the work environment; and they should implement control measures to mitigate the impact of stress on their employees. However, despite this recommendation, there is no apparatus in