Workplace health and safety (WHS) responsibilities no longer focus solely on physical risks. WHS increasingly encompasses employees’ health and wellbeing, including mental and emotional health. This is reflected in Safe Work Australia’s Psychosocial Code of Practice, which highlights the employer’s duty to proactively manage wellbeing hazards in the workplace.
What Are Psychosocial Hazards?
The 14 psychosocial stressors identified by Safe Work Australia include:
- Job demands
High work pressure, excessive workloads, or unrealistic deadlines can lead to mental fatigue. In 2021-22, 25.2% of mental health claims were due to work pressure. - Low job control
Employees having little autonomy over their work processes or pace. This lack of control often contributes to stress and decreased job performance. - Poor support
Inadequate emotional or practical support from supervisors and colleagues, as well as a lack of resources or training, also fall into this category. - Poor workplace relationships
Bullying, harassment, and conflict among employees create a toxic environment. In 2021-22, 27.5% of mental health claims resulted from workplace bullying. - Role ambiguity
Unclear job roles and responsibilities can cause confusion and stress, leading to decreased performance. - Low recognition and reward
Jobs where employees feel undervalued or receive inadequate feedback can lead to low morale and burnout. - Poor organisational justice
Perceived unfairness in decision-making or resource allocation creates resentment and distrust in management. - Inadequate change management
Poor handling of organisational changes, such as restructures or downsizing, can increase anxiety and fear among staff. - Remote and isolated work
Employees working in isolation, such as work-from-home workers or night-shift operators, may experience increased stress due to a lack of connection and access to resources and support. - Traumatic events
Exposure to violent or traumatic incidents, especially common in first-responder roles, can have lasting mental health impacts. - Workplace violence and aggression
Verbal, physical, or sexual violence in the workplace leads to psychological harm. This is a major concern for those with poor work standards or positions that are client-facing. - Inadequate environmental conditions
Poor physical environments, such as high noise levels or extreme temperatures, contribute to stress and physical discomfort. - Poor physical environment
Hazardous or uncomfortable working conditions, such as inadequate lighting or ventilation, can exacerbate stress and lead to physical and psychological harm. - Monotonous or low-demand work
Jobs with low stimulation or repetitive tasks lead to disengagement and boredom, causing mental strain.
Your Business’s Role in Managing Wellbeing
The psychosocial Code of Practice places a non-delegable duty of care on employers to identify, assess, and control psychosocial risks. This includes:
- Regular risk assessments: Identify stressors or cultural issues that might be contributing to employee distress.
- Providing clear communication channels: Ensure that employees feel comfortable reporting concerns about their mental health and wellbeing.
- Creating supportive environments: Implement policies and practices that address work-life balance, role clarity, and team dynamics.
Key Takeaways:
- Mental health challenges lead to longer periods of absenteeism and higher costs compared to physical injuries.
- Addressing workplace bullying, high work pressure and creating a supportive environment are critical steps in managing mental health risks.
- Business 360 can assist in reviewing your workplace policies and developing strategies to improve mental wellbeing in your organisation.
At Business 360, we understand that compliance is just the first step. Our services go beyond simply meeting WHS requirements—we help businesses create sustainable ecosystems that foster the physical and mental wellbeing of all employees for a safer, more productive workplace.
For guidance on developing a wellbeing strategy tailored to your business or to assess your current compliance with the Psychosocial Code of Practice, Business 360 is ready to support you. Contact us on 1300 287 360 or send an email to info@business360.au. For a confidential discussion, please scan or click below to book an appointment tailored to your needs.
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