Managing Psychosocial Hazards in the Workplace
The Managing the Risk of Psychosocial Hazards at Work Code of Practice 2022 came into effect in Queensland, Australia on April 1, 2023, and applies to anyone who has a duty of care to manage the risks associated with psychosocial hazards in a workplace.
The Code, although not legislation, provides practical guidance on how employers can meet their work health and safety duties in relation to psychosocial hazards that may cause psychological or physical harm to workers.
So, as an employer what does this mean?
The new code recommends that you conduct a risk assessment to identify potential psychological hazards in your workplace and strategies as to how you will either eliminate, control, or minimise these hazards.
What are examples of psychological hazards that I should include in my risk assessment?
Do these things happen in your workplace? Hopefully not. However, just because you don’t believe these hazards are currently occurring doesn’t mean they should be excluded from your risk assessment. Consider whether they could occur in your workplace. If you assess that the risk is low or already adequately controlled, document why and identify the controls you already have in place in your risk and control register.
These will be unique to each workplace. However, examples would include:
Long hours
Shift work
Poor support
Low role clarity
Working with vulnerable clients
Poor working relationships including interpersonal conflict
Remote or isolated work environment
Exposure to traumatic events
Violence or aggression in the workplace
Bullying
Harassment including sexual harassment
Do these things happen in your workplace? Hopefully not. Your risk assessment will outline what controls you have in place to stop them - think training, workplace policies, toolbox talks, Employee Assistance Programs.
What happens if I ignore the code of practice and don’t do anything?
Well, you could do nothing and never have a problem. However, don’t you want to have a work environment where your employees feel safe and supported, and that is proactive in creating an environment that will minimise psychological injuries?
Secondly think $$. Mental health issues in the workplace are a huge cost to employers, it impacts absenteeism, productivity, employee turnover and customer service (we have all walked into those businesses where there is clearly a toxic work environment).
Finally, if the aspiration of a positive work environment and $$ doesn’t motivate you then be aware that if you have an employee sustain, or allegedly sustain a psychological injury in your workplace, and you are unable to demonstrate that you have taken reasonable steps to keep your employees safe at work, you may be in breach of your workplace health and safety duty of care. Depending on severity this could result in penalties through to imprisonment.
I only employ a couple of people, does this impact me?
Yes, yes, yes. Psychological injuries do not discriminate on the size of the business, the age of employees, or if you have casual or permanent employees. If you employ people, you have responsibilities to meet Fair Work and Workplace Health and Safety requirements.
Written By
HR Dynamics
HR Consultants
