Redefining Workplace Safety for Psychosocial Risks and Hazards

Workplace safety is undergoing a significant transformation with an increasing global emphasis on psychosocial risks and hazards. Notably, factors like job stress and burnout have emerged as focal points, demonstrating direct links to employee absence, reduced productivity and elevated turnover rates, all of which inevitably impact a company's overall performance.

Psychosocial reporting are emerging as a crucial solution to promptly address these issues. Let's take a look at how digital psychosocial tools can revolutionize employee well-being in the workplace.

Global response to psychological hazards

Regulatory bodies across the globe are actively responding to an increasingly amount of mental health challenges:

• United States: California has a law that requires employers with 50 or more employees to provide mental health services.

• United Kingdom: The Health and Safety at Work Act 1974 requires employers to take steps to protect the health and safety of their employees. This includes protecting employees from psychosocial risks. 

• European Union (EU): Member states like Sweden, Belgium and Denmark are aligning their approaches with the general preventative principles outlined in Directive 89/391/EEC.

• Australia: The Occupational Health and Safety Act 2000 requires employers to take steps to eliminate or minimize psychosocial risks to the health and safety of their employees. Safe Work Australia's also introduced a model WHS laws and guidance, aligning with the release of ISO45003:2021. This international standard provides comprehensive guidance on managing psychosocial risks and promoting well-being within the workplace.

• Brazil: Has a law that requires employers with more than 100 employees to provide mental health services.

• India: Does not have any federal laws that specifically address psychosocial risks in the workplace. However, several state laws do address these issues. For example, the Maharashtra government has issued a notification that requires all employers with 100+ employees to provide mental health services.

• Mexico: The Federal Labor Law requires employers to conduct a psychosocial risk assessment in workplaces with 50+ employees.

Common psychosocial risks and hazards at work:

While it’s important to address psychosocial risks and hazards, organizations should not decrease their focus on physical dangers. For this reason, striking a balanced approach is necessary. The list of mental and social influences on the workplace includes:

• Job demands

• Low job control

• Poor support

• Lack of role clarity

• Poor organizational change management

• Inadequate reward and recognition

• Poor organizational justice

• Traumatic events or materials

• Remote or isolated work

• Poor physical environment

• Violence and aggression

• Bullying

• Harassment, including sexual harassment

• Conflict or poor workplace relationships and interactions

Identification of these risks can be difficult. They are often invisible and hard to measure, but nevertheless, organizations must establish robust policies, procedures and support mechanisms for employees navigating these challenges.

The question is, how do you set up these support systems for a safe working environment? To do this, you have to truly understand your workforce and EHS technology.

Identifying the biggest psychosocial risk at your organization

Stress, bullying and harassment are more visible psychosocial risks and hazards. Other risks can be more difficult to identify immediately, such as:

• A lack of awareness

• The stigma around mental health issues

• Limited resources

• Workload pressures

• Remote work

• Workplace-induced stress

How does EHS technology helps manage psychosocial risks and hazards

A comprehensive psychosocial management tool serves as a crucial asset, aiding organizations in managing psychosocial risks, supporting employee well-being, reducing costs and fostering industry innovation.

To proactively manage psychosocial risks and hazards, EHS professionals also need an EHS platform that conducts robust risk assessments and drives accountability. EHS software can also help via incident tracking by capturing and recording incidents and near misses. Employers can get insights on injuries, investigations and outcomes, all in one easy-to-use, central platform.

With these solutions, organizations gain a heightened awareness of psychosocial challenges, empowering them to proactively manage incidents, address potential issues and prioritize the mental and physical health of their workforce. This proactive approach ensures early recognition and understanding of underlying issues, facilitating timely and effective interventions.

Are you doing enough to protect your workers' mental health? To learn more about how to stay on top of psychosocial risks, check out our Psychosocial Hazard Management solutions page below!