Accounting Leaders: What you need to know about psychosocial hazards
In April 2023, the Model Work Health and Safety Regulations in most Australian states and territories were updated to include a specific regulation on managing psychosocial hazards at work. This regulation outlines the obligations of those who have a duty under work health and safety (WHS) laws to manage psychosocial hazards. A Code of Practice has been developed to support the new requirements. This Code of Practice is intended to be read by a person conducting a business or undertaking (PCBU) and provides practical guidance to PCBUs on how to manage psychosocial health and safety risks at work.
What are Psychosocial Hazards?
As an accounting leader, you're responsible for your employees' well-being. This includes managing psychosocial hazards, which are elements of the work environment that can cause psychological or physical harm. These hazards can negatively impact employee mental health, leading to issues like anxiety, depression, and even physical problems like musculoskeletal injuries.
Here is a list of the common psychosocial hazards, as per Safe Work Australia's list:
- High job demands.
- Low job control.
- Poor support.
- Lack of role clarity.
- Poor organisational change management.
- Inadequate reward and recognition.
- Poor organisational justice.
- Traumatic events or material.
- Remote or isolated work.
- Poor physical environment.
- Violence and aggression.
- Bullying.
- Harassment including sexual harassment.
- Conflict or poor workplace relationships and interactions.
What is the Code of Practice?
The Psychosocial Hazards Code of Practice is a guide to help you manage these risks. It's not mandatory, but it can be used as evidence in court proceedings, showing that you've taken steps to protect your employees.
What are the Requirements of Complying?
While the Code of Practice is not mandatory, you still have a legal duty to ensure the health and safety of your workers. This includes protecting them from psychosocial hazards. You need to:
- Consult: Regularly consult with your employees on workplace safety matters. This includes discussing potential psychosocial hazards and seeking their input on solutions.
- Provide Training: Educate your employees about psychosocial hazards, their impact, and how to prevent them.
- Develop Policies: Create clear policies on psychosocial hazards, outlining acceptable workplace behavior and how you'll address any issues.
- Establish a Reporting Mechanism: Provide a safe and confidential way for employees to report psychosocial hazards.
- Investigate: Take all reports of psychosocial hazards seriously and conduct thorough investigations.
How Can You Start Measuring Your Risks Today?
You can begin by understanding the risk management process. This involves:
- Identifying Hazards: Regularly assess your workplace to pinpoint potential psychosocial hazards. Involve your employees in this process; they can offer valuable insights into their experiences.
- Assessing Risks: Once you've identified hazards, determine how severe they are and how likely they are to cause harm. Consider the frequency, duration, and severity of exposure.
- Controlling Risks: Implement measures to eliminate or minimize the identified risks. This might involve redesigning jobs, improving support systems, or clarifying roles.
- Reviewing Control Measures: Regularly check if your control measures are effective and make changes as needed.
Tools like Everperform can help you measure and monitor your employees' well-being.
- Pulse surveys: These allow you to gather regular feedback on employee wellbeing, workload, and workplace relationships.
- Data analytics: This helps you identify trends and patterns in employee feedback, providing insights into potential psychosocial hazards.
By understanding the Code of Practice and taking proactive steps to manage psychosocial hazards, you can create a healthier and safer workplace for your employees, leading to increased morale, reduced absenteeism, and improved productivity.
