Managing Employees Mental Health & Fitness for Work
One in five Australians, aged between the ages of 16 to 85, will experience a mental illness every year. The most frequent mental illnesses are depression, anxiety and substance use disorders and or a combination thereof. In addition, work-related psychological injury is expensive, accounting for $6 billion per annum in lost productivity in Australia. With the increase in stressors and change associated with the COVID-19 pandemic, more than ever mental health should be prioritised.
Mental Health Week kicks off in Australia on October 10th with the theme ‘Strengthening Our Community – Live, Learn, Work, Play” which provides for an excellent segue to bolster awareness and facilitate positive change for improved mental health in your workplace. Both physical and psychological health needs to be assured for employees in the workplace under the Health and Safety Act 2011.
Of all workers’ compensation claims from 2013-2016, 6% were for work-related mental health conditions with the leading causes being work pressure, work-related harassment or bullying and exposure to workplace or occupational violence.
How to promote a positive and supportive workplace
Employees who feel engaged and optimistic about the culture and environment in their workplace are less likely to suffer from work-related stress, sustain a psychological injury or leave the workplace. They are more likely to have enhanced performance and participate in education and development.
Mentally healthy workplaces focus on four key elements:
- • Promotion
- • Prevention
- • Early intervention
- • Supporting recovery
When promoting positive mental health in the workplace, consider these important factors:
- Show a commitment to workplace health, safety and wellbeing
- Train managers in how to identify fitness for work concerns, how to respond to them and be supportive
- Ensure policies within the workplace are lawful, considerate of psychological safety and flexible practices
- Make workplace interactions dignified and respectful for everyone
- Be committed to effective and honest consultation and communication
- Practice mindfulness and personal attention to psychological care
Legal requirements for a mentally healthy workplace
An employer has a legal responsibility to demonstrate a duty of care with regards to workplace safety which encompasses both physical and mental health.
When managing employees, it is critical to avoid discrimination and follow procedural fairness with regards to fitness for work, especially when involving poor performance or conduct issues. Employers have the legal right to assess if employees are fit to perform their duties which is a critical aspect of an employer meeting its safety obligations. Nevertheless, many employers don’t feel able to make these inquiries and thus leave themselves open to potential liability.
It pays to seek clear guidance with regards to your obligations from your human resources team or advisor from an early stage. Necessitating thorough pre-employment disclosures is critical to ensuring employees can safely perform their work, as well as reducing your risks of unlawful discrimination. However, the on-going monitoring of the health of an employee through rigorous fitness for work procedures is equally instrumental.
Resources available
The national guidance material on work-related psychological health and safety is a good resource for any manager, leader or business owner.
See how small business owner, Richenda, makes her workplace mentally healthy for herself and her staff.
If you need additional assistance or help managing your employees or your legislative obligations, please reach out to Human Resource Services Pty Ltd with a call on 07 5530 1571 for an initial free chat.
