Emphasising Mental Health in the Workplace: Occupational Health Beyond the Basics

Emphasising Mental Health in the Workplace: Occupational Health Beyond the Basics

Summary: Australian workplaces are shifting toward a more balanced approach to occupational health, one that treats mental wellbeing as seriously as physical safety. Employers carry legal duties to manage psychosocial risks, provide support and resources for staff, and build a culture where employees feel safe discussing stress, burnout, or mental health conditions.

Every year, more than 4 million Australians encounter mental health challenges and require treatment, and recent data released by the Australian Bureau of Statistics indicates Australia's suicide rate stands at 12.7 deaths per 100,000 individuals. According to the Productivity Commission, Australia's existing mental health system is inadequate in its coverage. Implementing reforms in this area would yield significant advantages for individuals experiencing mental illness.

This blog aims to delve into the evolving landscape of occupational health, shedding light on the significance of prioritising mental health alongside more conventional safety practices.

The Shifting Paradigm of Occupational Health

Historical Emphasis on Physical Health

Traditionally, occupational health centred around physical wellbeing, with minimal attention given to mental health. Over the past few decades, businesses saw growing recognition of physical activity's importance for overall wellness. Policies were developed to promote physical activity, including initiatives encouraging active transportation such as walking or cycling, ensuring all Australians have access to opportunities for staying active.

Changing Attitudes Towards Mental Health Awareness

More recently, a shift toward holistic health views has emerged, recognising interconnectedness between physical and mental wellbeing. While Australians still tend to focus more on physical concerns, understanding continues growing that mental and physical health carry equal importance. Explore SafetyDocs' workplace mental health and psychosocial policies for practical guidance on embedding this balance into daily operations.

National Mental Health Commission's Vision 2030

One of the most recent developments in Australia's mental health landscape stems from the National Mental Health Commission's Vision 2030. This vision aims to promote a mentally healthy, inclusive society by 2030, emphasising prevention, early intervention, and accessible support for all Australians experiencing mental illness.

Key aspects of Vision 2030 include:

• Promoting mental wellbeing across the lifespan, including in work and education settings
• Ensuring mental health remains understood and acknowledged as part of everyone's lived experience
• Offering well-coordinated, community-based services that are easily navigated and tailored toward individual needs, helping prevent escalating concerns

Vision 2030 forms part of the federal Department of Health's 10-year plan. It aims to maintain consistency with the Productivity Commission's inquiry into mental health and numerous other state, territory, and national activities. This vision sets a framework ensuring consistent approaches toward shared goals for Australia's future mental health system.

Impact of Mental Health on Workplaces

Change within Australia's mental health landscape comes with realisation of the significant impact wellbeing has on individuals, families, communities, and wider society.

Economic Consequences

Poor mental health carries considerable economic impact, costing the Australian economy an estimated $10.9 billion annually. This figure reflects combined costs of absenteeism, presenteeism, and compensation claims across various industries within a year. Such measurement offers valuable insight into economic implications facing businesses and organisations.

Social and Occupational Functioning

Mental health conditions can affect a person's social and occupational functioning, including their capacity to maintain employment, form relationships, and participate in daily activities. Consequences include reduced productivity, increased absenteeism, and higher turnover rates within workplaces.

Stigma and Discrimination

Persistent stigma and discrimination surrounding mental health often prevent individuals from seeking support and treatment. Such barriers contribute to prolonged symptoms and difficulties, further affecting productivity and overall wellbeing.

Productivity and Performance

Prioritising mental health at work remains essential for maintaining a productive workforce. Studies show organisations with supportive cultures, where staff feel safe discussing mental health concerns, experience lower turnover and higher job satisfaction. Additionally, employees who regularly address mental health and engage in self-care strategies, such as taking breaks and seeking support when needed, tend toward stronger productivity and performance throughout their careers.

Common Stressors in the Modern Workplace

Today's workplace can cause significant stress for many individuals. The most common reasons for work-related mental stress in Australia are work pressure (31%), work-related harassment and/or bullying (27%), and workplace change (26%). Here are more of the most common stressors:

• Excessive Workload: Overwhelming work can lead to burnout, fatigue, and reduced productivity. This proves especially prevalent in high-pressure industries or roles requiring long hours.
• Lack of Control: Feeling like you have no control over your work or decisions can become a significant source of stress. This includes being unable to influence decisions affecting your job or feeling unclear about expectations.
• Work-Life Balance: As remote work and technology blur personal and professional boundaries, balancing responsibilities against personal life grows more challenging.
• Job Security: Economic uncertainty and organisational changes can create fear of layoffs, significantly contributing to stress levels.
• Interpersonal Conflict: Dealing with difficult coworkers, managers, or clients can create hostile environments, leading to increased stress.
• Lack of Support: Insufficient backing from management or colleagues can leave staff feeling isolated and overwhelmed.
• Role Ambiguity: Unclear job expectations or confusion about duties and responsibilities can lead to anxiety and stress.
• Technology Stress: Rapid changes in technology and pressure to learn new tools can also become sources of strain. Additionally, constant connectivity makes disconnecting and relaxing after hours challenging.

Employer Responsibilities

Leadership plays a crucial role in promoting mental health at work. Employers, being key decision-makers, hold power to shape workplace culture and policies. Under WHS laws, a person conducting a business or undertaking (PCBU) must:

1. Manage Psychosocial Risks

The PCBU must manage risks to mental health in consultation with workers and health and safety representatives using the risk management process. This process involves identifying hazards, assessing risks that may harm mental health, and implementing controls to eliminate or minimise them.

2. Support Employees

Employers are encouraged to create a mentally healthy environment by supporting every worker. This support can take many forms, including providing resources for mental health, accommodating flexible arrangements, and fostering positive culture.

3. Comply with Legal Obligations

Employers must help employees suffering from mental health conditions and ensure they don't face discrimination at work. They must also work closely with medical professionals when deciding matters relating to an employee's mental health condition.

4. Provide a Safe Working Environment

The PCBU must provide a safe working environment addressing psychosocial risks. This includes promoting mental health strategies, training and educating staff on awareness, plus supporting individuals experiencing mental health difficulties.

Employee Responsibilities

While employers play a crucial role in promoting workplace mental health, workers also carry responsibilities toward maintaining wellbeing and supporting others. These include:

1. Self-Care

Employees must prioritise self-care and wellbeing by taking breaks, setting boundaries, and seeking support when needed.

2. Open Communication

Workers should feel safe expressing mental health concerns or struggles with employers and colleagues alike.

3. Knowledge and Awareness

Employees should educate themselves about mental health and stay aware of resources available within their workplace.

4. Supporting Others

Being supportive and understanding toward colleagues experiencing mental health difficulties can help create positive environments. This can include active listening, offering assistance, or simply showing empathy.

Creating a Mentally Healthy Workplace

Creating and maintaining a mentally healthy workplace requires collaboration and effort from both employers and employees. Organisations must take various steps to achieve this, such as:

Implement policies and procedures that support mental wellbeing

Safety policies and procedures must include mental health as a priority. This can involve developing protocols for managing work-related stress or promoting work-life balance. For example, an organisation can implement flexible arrangements or provide resources for mental health support. A well-drafted bullying policy also plays a key part in reducing psychosocial harm.

Provide resources and support

Employers should provide access to resources such as Employee Assistance Programs (EAPs), counselling services, and mental health first aid training. These resources help employees manage mental health and seek support whenever needed.

Regularly conduct mental health check-ins

Employers can conduct anonymous surveys or hold open discussions with employees to monitor wellbeing and identify areas for improvement. You can use this data to develop targeted strategies and support programs.

Encourage a supportive work culture

Leadership should promote positive, inclusive culture where employees feel comfortable discussing mental health issues and seeking support. This can involve promoting open communication, normalising mental health conversations, and addressing common stressors head-on. For broader context on workplace safety trends, visit the Workplace Health and Safety Show or read about workplace health and safety in the cleaning industry for sector-specific insights.

Fulfil Your Responsibilities with SafetyDocs

Let us assist you in fulfilling your responsibilities to create a mentally healthy workplace. SafetyDocs by SafetyCulture provides businesses with resources and tools to promote mental health at work. With our pre-made templates and checklists, you can quickly develop safety policies and procedures while monitoring employee wellbeing.

Recent government initiatives, including a funding boost to improve workplace mental health and a grant program targeting workplace mental health in WA, reflect growing national commitment toward these issues.

Start using these documents and discover how helpful SafetyDocs can be for your organisation:

• Psychosocial Hazards Management Plan
• Psychosocial Hazards Policy
• Bullying Policy
• Occupational Health & Safety Policy

Consider pairing these documents with a comprehensive Occupational Health and Safety Manual or an integrated Occupational Health Safety & Environmental Management System for a whole-of-business approach to safety.

Contact us today to learn more about how we can support mental health at work. Let's work towards happier, mentally healthy workplaces.

Our team of experts remains dedicated to providing accurate and informative content. Craig Cruickshank, our senior HSEQ advisor at SafetyDocs by SafetyCulture, has reviewed this blog post to ensure the highest level of quality.

Learn more about Craig's work on LinkedIn for further industry insights. Available for instant download and supplied in fully editable MS Word format for use in your business.

Please note the above information is provided as commentary only and should not be relied upon as professional, legal or financial advice.