What constitutes psychological hazard in the workplace?
Mental health issues at work, often resulting from psychological hazards like high job demands and poor support, can significantly impact employee performance and productivity, with employers obligated to address and assess these risks under the Work Health and Safety Act 2012 (SA).
More common than Physical injuries
Mental health issues, such as fatigue and stress, can significantly impair work performance and are more common than physical injuries in the workplace, costing Australia over $5 billion annually
Adherence to Work Health and Safety Act
Psychological harm at work often stems from high job demands, poor support, unclear roles, and a negative work environment, and employers must adhere to the Work Health and Safety Act 2012 (SA) to address these hazards.
Evaluating Risks and Next-steps planning
Employees experiencing psychological distress can request an assessment from SafeWork SA and utilise tools like People at Work for risk evaluation and action planning, while legal support is available for claims related to psychological injury.
The consequences of having mental health issues affect an employee’s performance at work. Lack of sleep, fatigue, and worrying are symptoms of a compromised mental health and often does not meet the criteria for a mental ill-health, yet significant enough to affect poor work performances.
Mental health related issues in employment occur three times more than a physical injury for a time off. It costs Australia more than five billion dollars every year due to low efficiency and performance, compensation rates and absence from work.
It is worthy to remember that demands from work does not equate to stress. However, an employee without support system may not be able to cope with the recurrent stress which could be detrimental to the person and the company.
What leads to Psychological Harm?
The psychological harm in employment is often triggered by lengthened work-related stress. SafeWorkSA has identified common psychological hazards at work:
- High job demands – Includes too much work and responsibility, excessive and prolonged time pressure
- Low job demands
- Poor support from supervisors/co-workers – No guidance or assistance available in the workplace
- Poor role clarity and role conflict – Responsibilities where an employee does tasks without authority. This may also pertain to doing roles outside their skills, training, or expertise.
- Poor workplace relationships – A workplace environment where bullying, inappropriate behaviours, or harassment are present.
- Poor organisational change management – Lack of proper internal communication between the management and employees
- Poor organisational justice – Favouritism between employees
- Low recognition and reward – Characterised by lack of appreciation between employees, as well as reward and recognition systems
- Remote and isolated work
- Poor environmental conditions – Includes hazardous manual jobs operating in poor environmental conditions characterised by (and are not limited to) poor air quality, excessive noise levels, severe temperatures, poor lighting, and humidity.
- Violent or traumatic events (primary and secondary) – Exposure to abuse and high chance of being threatened with harm
Work demands may not necessarily equate to stress. However, lack of support system may lead to recurring stress that could impact the individual or the organisation.
Leverage survey tools and risk assessment to measure potential psychological hazards in your workplace and what to do about them.
Your Employer’s Role
Both you and your employer must adhere with the obligations under the Work Health and Safety Act 2012 (SA). Your employer should convey psychological hazards that may lead to psychological injuries.
Request for an Assessment
You can request SafeWork SA for an assessment of psychological risk if there are sufficient allegations of distressing work situations.
Similarly, Australia has a survey tool for psychological risk assessment to measure the hazards in the workplace as well as provide insights for action planning. People at Work effectively assist you in meeting safety and health obligations to avoid any related injuries. This includes 5 step process:
- Preparing the workplace
- Conducting the Survey
- Understanding your Result
- Taking Action
- Reviewing and Improving
How Can Gabito Lawyers Help You?
Our Employment Lawyers will represent you if you are suffering in your workplace related to psychological injury. Please note that Gabito Lawyers does not advocate for mental health. We can represent you and help you claim for a Psychological Injury along with professional advice which documents, and evidence are vital for the claim.
