How employers can prevent and respond to psychological injury in the workplace

You have an obligation under Work Health and Safety legislation to eliminate or minimise risks to your workers. Complying with these obligations will reduce the number of injuries in your workplace.

Look for early warning signs that a worker may be at risk of developing a psychological injury. Identifying early warning signs provides an opportunity to:

• intervene early
• identify any workplace risks that are contributing
• address those risks before an injury occurs.

Early warning signs of a psychological injury might include:

• Behaviour that seems out of character, unexplained absences, withdrawing behaviour, an increase in or excessive work hours, agitation, hostility or aggression, attention and cognitive changes.
• Physical signs such as dishevelled appearance, poor sleep, weight loss or gain, headaches, gastrointestinal complaints, nervousness and jitters.

Research indicates managing risks and early intervention lead to better health and recovery outcomes.

Resources:

• Early warning signs – Return to work website page providing information to help you recognise mental health problems in your employees.
• What psychosocial hazards sound like – SafeWork Australia one page resource with different ways a worker might talk about psychosocial hazards in the workplace
• Code of practice for managing psychosocial hazards and Designing work to manage psychosocial risks – SafeWork NSW resources that provide practical guidance on processes to identify, eliminate and minimise hazards and risks.

Showing you care can significantly improve your workers recovery through work, regardless of the cause of injury. It does not mean that you accept responsibility for the injury or claim.

You can show you care in several ways:

• have a conversation early with your worker and ask them if they are ok
• have genuine and positive communication
• ask them what support they need
• listen to what they say
• provide support tailored to their specific needs
• foster a positive recovery through work culture in your workplace.

Resources:

• How to ask R U OK? at work – A practical guide to help ask any team member or workmate R U OK? and respond appropriately and safely.
• Recover at work toolkit – Resources to help support recovery from mental ill-health and promote a mentally healthy workplace.
• Managing the relationship with an injured or ill worker during return to work – Safe Work Australia guide to help small and medium businesses manage the relationship with a worker.

If someone tells you they are not ok, you should encourage them to seek support. Early support can prevent escalation of injury and improve outcomes. They may prefer support from their established social and community networks, or you could suggest they speak with their doctor. If your worker needs immediate support, you could recommend one of the crisis services available.

Resources:

• Beyond Blue on 1300 224 636 - information and support for anxiety, depression, and suicide prevention across Australia.
• NSW Mental Health Line on 1800 011 511 - 24-hour support service across NSW that can connect you with a mental health professional.
• 13YARN - confidential one-on-one yarning opportunity with a Lifeline-trained Aboriginal & Torres Strait Islander Crisis Supporter who can provide crisis support 24/7.
• Your Employee Assistance Provider (if available).

You are required to provide employment that is both suitable and, as far as reasonably practicable, the same as or equivalent to the employment the worker was in at the time of the injury. It is important you address psychosocial risks identified in the workplace, to ensure your worker is returning to a psychologically safe workplace.

Encourage your worker to recover at work and explain the health benefits of recovering through work. Actively engage your worker in planning their return to work. Research shows that workers value efforts by their supervisors to discuss changes to duties that will help them return to work safely and improves return to work outcomes.

It is essential that you actively monitor your worker’s recovery through work. Early and ongoing monitoring supports your worker to ensure the return-to-work arrangements are consistent with your worker’s capacity. It also ensures adjustments are identified and implemented as required.

Resources:

• 5 key benefits of recovering at work
• SIRA Recovery at work toolkit – resources for employers and workers to help support recovery from mental ill health in the workplace.

Ask about referral to a workplace rehabilitation provider to assist you identify suitable employment within your worker’s psychological capacity or to conduct a workplace facilitated discussion to address any workplace relationship issues.

Having one of your workers experiencing a psychological injury can be stressful. How you manage your reaction to this situation can have an impact on your own well-being and on your relationship with your worker. Resisting or avoiding dealing with your worker’s injury can amplify the problem for you and your worker.

There are several support options and resources to help you look after yourself:

• Beyond Blue -1300 224 636. Beyond Blue offers: Mental health coaching for individuals and Mental health coaching for small business owners.
• Your organisation’s Employee Assistance Program (if available).