Psychological Health and Safety

What is Psychological Health and Safety?

Psychological health and safety is about protecting the psychological health of workers, in the same way that we protect their physical health.

How is this achieved?

Safe Work Australia is a national policy body representing the interests of the Commonwealth, states and territories, as well as workers and employers. It works to achieve healthier, safer and more productive workplaces through improvements to work health and safety (WHS) and workers’ compensation arrangements. States and territories are responsible to regulate and enforce WHS laws.

While some states already have or are moving toward legislative changes where psychosocial risks are managed the same way as physical risks, all states and territories currently require employers to provide a safe working environment which covers the identification of psychosocial risks/hazards and strategies to eliminate or mitigate.

What are psychosocial risks/hazards?

A psychosocial hazard is anything that could cause psychological harm (e.g. harm someone’s mental health). Common psychosocial hazards at work include:

Aggression or violence — where an individual is abused, threatened or assaulted in circumstances relating to their work.
Bullying — Workplace bullying is repeated, unreasonable behaviour directed at a worker (or group of workers)
Sexual harassment — Unwelcome sexual advances or any other unwelcome conduct of a sexual nature.
Exposure to traumatic events or content — Witnessing, investigating or being exposed to traumatic events or materials
Excessive Job demands — High job demands become a hazard when severe (e.g. very high), prolonged (e.g. long term), or frequent (e.g. happens often)
Lack of job control — Low job control is more than being given work to do. It becomes a hazard when it is severe (e.g. very low job control), prolonged (e.g. long term) or frequent (e.g. happens often)
Lack of support — Poor support means not getting enough support from supervisors or other workers, or not having the resources needed to do the job well
Poor Organisational justice — Poor organisational justice means a lack of procedural justice (e.g. fair decision making processes); informational fairness (e.g. keeping everyone up to date and in the loop); or interpersonal fairness (e.g. treating people with dignity and respect).
Poor Role clarity – Lack of role clarity means workers aren’t clear on their job, responsibilities or what is expected. This may happen when they aren’t given the right information or things keep changing.
Environmental conditions — A poor physical environment becomes a psychosocial hazard when it is severe (e.g. very poor or hazardous), prolonged (e.g. poor long term) or frequent (e.g. often poor)
Remote or isolated work — Remote or isolated work means work that is isolated from the assistance of others because of the location, time or nature of the work. It often involves long travel times, poor access to resources, or limited communications
Change management — Poor organisational change management means changes that are poorly planned, communicated, supported or managed. It is more than an unpopular change at work. Poor change management becomes a hazard when it is severe (e.g. very poor management), prolonged (e.g. long term) or frequent (e.g. happens often)
Recognition and reward — Lack of positive feedback or recognition and reward. Inadequate reward and recognition means there is an imbalance between the effort workers put in and the recognition or reward they get. Reward and recognition can be formal or informal. It is more than not winning an award at work. Inadequate reward and recognition becomes a hazard when it is severe (e.g. very little reward and recognition), prolonged (e.g. long term) or frequent (e.g. happens often)
Conflict or poor workplace relationships — poor interpersonal conflict or poor workplace relationships and interactions is more than someone forgetting to say good morning one day. Harmful behaviours become a hazard when it is severe (e.g. very harmful), prolonged (e.g. long term) or frequent (e.g. happens often)