Australian laws require employers to do everything they reasonably can to prevent harm arising from work. These laws give guidance on how specific risks can be managed.
The WHS Regulations define a psychosocial hazard as a hazard that may cause psychological harm (whether or not it may also cause physical harm). They arise from or relate to aspects of work design the work itself and the interactions between employees which can impact their mental health and emotional wellbeing.
Common psychosocial hazards at work include:
- job demands
- low job control
- poor support
- lack of role clarity
- poor organisational change management
- inadequate reward and recognition
- poor organisational justice
- traumatic events or material
- remote or isolated work
- poor physical environment
- violence and aggression
- bullying
- harassment, including sexual harassment and
- conflict or poor workplace relationships and interactions
Some hazards may not create psychosocial risks on their own but may do so if combined with other hazards. For example, when workloads are high the risk may increase if workers cannot take breaks or there is no one around to help. Some hazards may only create risks on their own when severe.
Employers have a duty to ensure a safe working environment for their employees. A way to create this is to put in place preventative measures.
Preventative measures
On average 7,984 Australians are compensated for work related mental health conditions each year. Psychological injuries usually have longer recovery times, higher costs and mean more time away from work than physical injuries which makes it all the more reason to ensure that businesses take a preventive approach to psychosocial hazards in the workplace.
To minimise psychosocial risks businesses can develop a risk management process which involves:
- identifying the hazards
- assessing the associated risks
- implementing control measures to eliminate or minimise risks and
- regularly reviewing control measures to ensure they remain effective.
Identify the hazard
It is too often that a business provides a reactive intervention-based approach which is usually too late on those impacted (they may already be burnt out or actively looking for a new job). A reactive approach is also reliant on people raising what can be the most uncomfortable topics like workplace culture, job demands and unspoken expectations in a workplace.
It is therefore key to understand and identify the hazard so prevention can be actioned. People at Work is a free online tool to help businesses identify, assess and manage psychosocial risks at work. The online tool also provides guidance on practical ways to manage these risks at work.
Assessing the associated risks
Consider what could happen if workers are exposed to the identified hazards and risks. Many hazards and their associated risks are well‑known but some may need to be identified through a formal assessment process.
Employers can promote a safe working environment by:
- Promoting wellbeing and good mental health so stigma is reduced and employees feel supported to raise issues of concern or disclose mental illness concerns.
- Providing an employee assistance program (EAP) so that those who may not be able to freely disclose mental health concerns can still be supported to get assistance.
- Encouraging managers and supervisors to use EAP if team members are symptomatic or there are concerns about someone acting more withdrawn or ‘flatter’ than usual.
- Providing support, guidance and proactive resolutions if issues are raised or observed in relation to workload, isolation or interpersonal conflict.
Control
Where possible eliminate the risk. This is always the safest option, but if it isn’t, minimise the risk as much as possible through planning and prevention.
Review
Maintain, monitor and review control measures when necessary. It is important to regularly review control measures to ensure they remain effective.
Compliance
In the event of a serious incident (e.g., harm that may have arisen from work stress), safety regulators will assess the extent of compliance by an employer.
Employers play a vital role in managing psychosocial hazards for a safe and healthy workplace. Reach out to your local HR Dept today to discuss how we can assist you with creating a nurturing workplace for your valued employees.