Understanding the effects of psychological hazards in the workplace

Recent data collected in Massey Business School’s wellbeing@work project reveals that as of April 2024, one in two employees fall into the high-risk burnout category. Burnout, stress, and mental harm include a range of symptoms that can affect how we feel, think, behave, and interact with others. So, what are the signs?

Reduced social interaction, difficulty detaching from work, a tendency to overwork, and high levels of workplace pressure. And, if these stressors aren’t identified early or aren’t appropriately managed, they can compound into more significant, long-term, workplace psychosocial hazards that aren’t as easily remedied.

Here, we answer common questions to help you better understand psychological hazards and their increasingly important role in the modern workplace.

1. What is an employer’s role when it comes to psychological safety?

Did you know Health & Safety (H&S) laws impose a duty of care on employers to ensure the health and safety of their employees in the workplace? And this obligation doesn’t stop at the office doors, it extends into remote working spaces such as an employee’s home or anywhere else they carry out work. While employers must ensure staff are physically safe, it’s equally as important to recognise, identify, and implement measures to protect mental well-being.

Remote work is now a permanent fixture of the modern business world, and this means employers must continue to manage the risks it presents. This includes:

• Reviewing existing workplace policies and procedures to ensure they equip employees with the information and tools required to protect psychosocial safety as far as is reasonably possible;
• Re-evaluating workplace surveillance measures such as the use of technology;
• Determining whether employees have been provided with clear, lawful, and reasonable directions about the performance of working from home; and
• Revisiting measures to protect psychological safety in remote working environments and assessing whether employees are aware of support programs e.g. employee assistance and well-being services.

2. Should my business have a mental health policy?

The short answer is yes. While they can be considered a relatively new concept, they are vital to addressing psychosocial health in the workplace. Having a mental health policy in place assists businesses in identifying, managing, and mitigating risks to employee well-being and overall productivity.

3. Is my Health & Safety Management System robust enough to manage psychosocial risks?

Today’s modern workplaces, regardless of industry or size, are all subject to stringent H&S laws and they cover everything from workplace bullying and sexual harassment to physical risks as being critical health and safety issues. Failure to responsibly and effectively implement workplace health and safety not only puts employees at risk but also brings the potential of fines and criminal convictions for business owners to the table.

Effective health and safety management begins with thorough planning. By establishing strong processes, policies, and procedures, you can not only address health and safety issues more effectively but also prevent them. Being well-prepared ensures you minimise risks, handle incidents efficiently, and demonstrate your commitment to safety. Without comprehensive protocols, you risk being unprepared, making it harder to show that you have taken all necessary precautions as an employer to prevent potential issues.

Building mentally healthy workplaces takes work. So, what is mentally healthy work?

It’s work where the risk to an employee’s mental health is minimised, and their well-being is prioritised. Creating a positive working environment that values the mental and physical health of its employees requires the business to consider hazards or risks that can impact an employee. Now, this isn’t about removing all pressures or stress from your staff, but rather about managing work and workloads effectively, taking proactive steps to prevent harm, and robust health and safety management systems.

When psychological or psychosocial risks and hazards are proactively managed, it creates an environment where employees can thrive, maintain productivity, and improve their satisfaction at work.

Is your business looking to improve the health and well-being of your people? Lean on the team at Citation Safety. From our 24/7 Safety Advice Line and a robust Library of Resources to Safety Software and an H&S Audit, we can provide solutions that create a safe working environment for you and your people.

About our author

Jessica Husband is an Employment Relations and Health & Safety Consultant at Citation Group. She assists clients with a range of employment relations and compliance matters via the 24/7 Advice Line. She has been helping businesses and employers with employment relations for over four years and counting.