Why do you need it?
Psychosocial hazards are aspects of the work environment that may cause psychological or physical harm.
- mental health conditions cost Australian businesses $6 billion annually due to absenteeism, reduced work performance, turnover rates, and compensation claims
- psychological injuries require three times more time off work than other injuries
- workplaces with poor psychological conditions have 43% more sick days per month
- mental illness is linked to high presenteeism, where employees stay at work despite symptoms, leading to lower productivity
- creating and promoting mentally healthy workplaces benefits businesses with improved productivity, performance, staff retention, and a positive employer image. Average return on investment for mental health initiatives is $2.30 for every $1 spent. (Source: SafeWork SA) Psychosocial hazards | Healthy Workplaces.
Hazards may occur because of:
- ways that jobs or tasks are created, organised, managed, or supervised
- the inherent psychosocial hazards and risks of specific jobs or tasks
- the work environments or requirements to undertake duties
- social factors at work that include workplace connections and interactions.
When psychosocial hazards are not effectively managed, there can be a negative impact on an organisation and its employees. Productivity, absenteeism and turnover can be affected. Legislation requires employers and People Conducting a Business or Undertaking (PCBU) to manage the risk of psychosocial hazards.
There are additional benefits to business of having a mentally healthy workplace including good corporate citizenship, workplace attendance and productivity and injury avoidance, among many other family and lifestyle benefits.
How does it work?
Where the risk assessment determines there is foreseeable risk of psychological symptoms or illness, we will recommend an evidence-based health monitoring program.
- online (phone or computer) health monitoring tool
- specialist medical assessment
- immediate follow-up where required
- individual report to employee (this is mandatory for those that flag at risk and optional for all others)
- individual report to employer with risk management recommendations (no private or confidential information)
- aggregate report each year to monitor organisational status.
