Psychological health and safety at work has always been included in the Work Health and Safety Act 2011.
New state and commonwealth laws, coming into effect this year, create a stronger obligation for employers to manage and mitigate psychosocial risks.
What is a psychosocial risk?
Psychosocial hazards can be included in work design, the work itself, and how colleagues interact.
The hazards must be mitigated in order to protect mental health and wellness. Without mitigation, they can create stress and reduce mental health.
How can we all prepare?
Just as with any other risk or hazard, preparation starts with a series of conversations – and continues from there.
Engaging and consulting with your staff is a key part of the hierarchy of controls. It will help build a mentally healthy workplace – and help you create a reputation as a great place to work.
Together, teams should consider:
– how work is designed
– how workload is managed
– the working environment
– the use of machinery, equipment, appliances, etc in the workplace
– how every colleague – from the Directors to the casual employee – interacts and behaves towards one another.
Consultation is a key part of the SafeWork recommendations. This could include:
– pre-job-start or toolbox discussions
– focus groups
– worker surveys
– WHS committee meetings
– team meetings, and
– individual discussions.
Employers must then consider how to mitigate issues, and document these changes. They should also document all consultation processes and the outcomes.
An inspector may ask to review a copy of the records if they visit. If you do not have a record, they will ask for other evidence of how you met your obligations.
Should you require support to get ready for the new legislation, please reach out to us at Beaumont Solutions. We are happy to support you.
