Being safe and healthy goes beyond just avoiding physical harm; it also encompasses psychological safety. Under WHS laws, employers are required to manage psychosocial risks in the workplace. This means they must take steps to ensure workers are protected from factors that could affect their health and safety, such as:
- 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
- Conflict or poor workplace relationships and interactions
While this may seem like a substantial task, there are numerous strategies workplaces can employ to create positive psychosocial conditions. These efforts not only safeguard mental and physical wellbeing but also enhance performance and personal development.
Exposure to poor working conditions can significantly impact employees’ mental health, leading to issues such as depression, anxiety, or burnout.
The consequences of psychosocial risk factors extend beyond the individual employees, potentially affecting the entire organisation. These risks can harm financial performance and brand reputation. Employees dealing with mental health issues tend to be less efficient, less engaged, and less creative. Additionally, they are more prone to physical illnesses and may require more sick leave.
If you’d like to register for our next free workshop to help you understand how to manage the psychosocial hazards in your workplace, click here.