How a Solid Psychosocial Hazards Policy can Protect your Team and Business
When we think about workplace health and safety, images of hard hats, steel-capped boots, and machinery often come to mind. These physical hazards have long been the focus of WHS (Work Health & Safety) practices. But today, workplace safety goes beyond the physical.
Psychosocial hazards - factors that affect employees’ mental health and wellbeing - are increasingly recognised as critical to a safe and productive work environment.
What Are Psychosocial Hazards?
Psychosocial hazards are aspects of work design, organisation, and management that may cause psychological or social harm. They may include bullying, harassment, sexual harassment, excessive workload, poor management practices, and a lack of support or clarity around roles.
Left unaddressed, these hazards can significantly affect employees’ mental health, job satisfaction, and performance.
The Impact on Employees and Business Leaders
The effects of psychosocial hazards extend beyond individual employees. Staff exposed to bullying or harassment may experience stress, anxiety, depression, or burnout.
For businesses, this can translate into higher absenteeism, reduced productivity, increased turnover, and potential legal liability. In fact, Safe Work Australia data shows that mental health-related conditions contribute to 4 times greater absences and 3 times greater compensation paid than that of all physical injuries and illnesses.
A workplace culture that fails to address psychosocial hazards can also significantly harm its reputation.
Why Minimising the Risks Matters
Managing psychosocial hazards isn’t just the right thing to do – it’s the law. Under Queensland WHS legislation, employers have a duty to ensure the health and safety of their workers, which includes identifying and controlling psychosocial risks.
Failure to comply can result in strict penalties and, more importantly - jeopardise the wellbeing of your team.
How Employers Can Minimise Risks
The Managing the risk of psychosocial hazards at work Code of Practice 2022 is an approved code of practice under the Work Health and Safety Act 2011 (WHS Act). It is a practical guide for employers and employees on how to prevent harm from psychosocial hazards at work.
To begin with, employers need to follow a four-step risk management process to meet their health and safety obligations under the Code and Regulations:
Identify psychosocial hazards
Assess the risk
Control the risks
Review the controls
At MJSP Management Consulting, we regularly work with organisations looking to reduce their psychosocial hazards and ensure compliance. Our approach is targeted to the unique needs and goals of our client’s business, but generally includes:
Developing and implementing a clear psychosocial hazards policy outlining acceptable behaviours, reporting procedures, and support options.
Providing psychosocial hazards training for managers and employees to build awareness, encourage reporting, and foster a safe workplace culture.
Setting up regular risk assessments and open communication channels to maintain a healthy work environment long-term.
Management and HR Consulting
Navigating the complexities of psychosocial hazards doesn’t have to be overwhelming. At MJSP Management Consulting, we specialise in practical HR solutions that help businesses identify, manage, and reduce psychosocial risks while remaining compliant with Queensland WHS legislation.
Ready to create a workplace where your team feels safe, valued, and supported? Contact us today to discuss how we can assist.