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Psychosocial Risks – What are they? What are your obligations?
From April 1, 2023, Australia made amendments to its Work Health and Safety (WHS) laws that introduced regulations specifically addressing the management of psychosocial risks and hazards within the workplace. Organisations are now legally bound to proactively manage and mitigate the risks associated with psychosocial hazards.
Organisations need to understand what psychosocial hazards are, and how to best respond to these new laws, whilst continuing to create a healthy and sustainable organisation.
What are psychosocial hazards?
- “Psychosocial hazards are aspects of work which have the potential to cause psychological or physical harm” (ComCare)
- Typically, psychosocial hazards are ongoing work-related stressors that impact our psychological and social well-being
- Stress itself does not constitute a physical or psychological injury
- These hazards can arise from various aspects of work, such as workload, job demands, lack of control, poor manager and or colleague support, inadequate management of organisational change, organisational culture, and interpersonal relationships.
- They can increase stress, anxiety, depression, burnout, and other mental health issues.
Psychosocial hazards are important to address and manage to promote a healthy and supportive work environment.
What can you do to mitigate psychosocial hazards AND promote a healthy work environment?
- Before any organisation can control Psychosocial risks, it needs to effectively identify and assess work related hazards and risks.
- The most effective approach to identify and assess risks is to conduct regular assessments to identify potential hazards in your workplace.
- This can involve a Psychosocial Hazards module or Survey, focus groups, and interviews using robust frameworks to understand employees’ experiences and concerns. Using a trusted research partner ensures privacy and confidentiality of feedback.
Please Note: It is advisable to refer to the relevant legislation and resources specific to your jurisdiction and circumstances to ensure compliance.
Learn more about how Insync can help design a robust listening strategy to identify risks in your workplace. Contact Dr Erika Szerda to have a chat about this and more.
Dr Erika Szerda
Principal
Erika is passionate about helping organisations improve their performance and effectiveness by understanding the drivers of employee experience.
Erika has a Doctorate in Organisation and Industrial Psychology (Uni Melb) and is a registered psychologist. She is an expert in both quantitative and qualitative evidence-based methodologies. She combines these with vast consulting and leadership experience to provide insights and value to our clients.
Erika’s specialities include employee engagement/experience, alignment strategies, retention strategies, leadership, and team effectiveness. Erika’s particular passions are Finance and Insurance, Professional Services, and Industrials.
