Managing Psychosocial Risks is simply good HR
Some time ago now Safe Work Australia amended the Workplace Health & Safety Regulations to include specific duties for PCBUs (Person Conducting a Business or Undertaking) to manage psychosocial risks and implement control measures to eliminate (preferably) or minimise psychosocial risks so far as reasonably practicable. Specifically in Queensland these amendments commenced nearly 12 months ago, 1st April 2023. There may have been grace period for small businesses to get used to the new requirement and become compliant, however this would be over now.
Psychosocial hazards are activities, interaction or practices in the workplace that can create mental stress to an employee which could lead to psychological or physical harm. Some psychosocial hazards and factors can include; job demand, workplace conflict, poor support, poor organisational change management, low job control or clarity, poor workplace relationships or remote or isolated work to name some. Indications of potential stress may include; absences, lack of focus, reduction in performance, lack of interest as examples. It is important to know your staff and is in fact good HR practice for lots of reasons but in this case, to be able see the signs to know that something is different and potential hazard. Understanding the indicators and the team as individuals acts as a powerful way to identify a psychosocial hazard that needs to be addressed.
I don’t think Business Owners or Managers should be scared or overwhelmed by this introduction of responsibility or maybe more highlighted and emphasised responsibility. In fact they should embrace it, it is good HR practice which only results in maximizing performance and productivity of the team. Benefits of identifying and managing these hazards include; job satisfaction, improved communication, loyalty and reduction in absenteeism, incidents, workers compensation claims, staff turnover etc. If ignored and unmanaged they can result in mental health conditions, physical injury or illness and poor health behaviours. Psychosocial Hazards are situations, which from a HR perspective, should be prevented in the first place, or at least attempted to, and certainly manage them if identified. Good HR practice also involves assessing what is happening in the workplace through various ways which also can identify hazards.
Under the legislation is the requirement to identify, assess, control and review. Teh legislation puts a health & safety, and might I say even structured approach, with risk management approach as one tool to assess the hazard. This provides more structure and guidance to these situations. If applied properly I am interested to see if the process and the requirement changes the outcome and overall reduces psychological workers compensation claims.
Identifying risks should occur without it being written into legislation and it should also just be part of business processes and even culture, not a standalone process for it to work effectively. Once you have an issue, assess like any situation to determine the management of such and then review to ensure the measures put in place to eliminate or reduce / minimize have in fact done so – which again is simply good HR practice.
At HR Business Direction we are able to assist with managing your psychosocial responsibilities and hazards. Contact us here.
Related articles; Comply with workplace legislation for all the benefits not because of the punishment; 10 aspects of HR that influences safety performance; Ensuring a ROI from your staff ensures a Mentally Healthy Workplace;
Leisa Messer BBus(HRM); GradDipIR; FCPHR
Managing Director | HR Strategist
leisa.messer@hrbd.com.au
07 3890 2066
www.hrbd.com.au