INSPIRATIONAL LEADERSHIP

Workplace Health and Safety (WHS)  legislation, clearly outlines our legal responsibilities to ensure the health and safety of all employees. Importantly, this includes a duty to eliminate or manage risks to both physical and psychological health.

Recognition of the importance of wellness and psychological health and safety has increased markedly in recent years, as evidenced by the Downey-Swinburne Report and the spotlight on mental health that resulted from the COVID-19 pandemic. The creation of Victorian Workplace Manslaughter laws in 2020 that extend to cover negligent practices and policies in relation to psychological injury also reflects this recognition. Understanding what this looks like and what to do about it remains a complex issue. 

The 2020 inquiry into mental health (reference report) stated that:

“Although psychological health and safety in the workplace is now attracting increased attention (along with mental ill-health more generally in the community) it does not receive the same focus in a workplace as physical health and safety”.

A great example of this is in the universal use of first aid officers to address physical risks in workplaces but the rare nomination of an equivalent mental health first aid officer for mental health. Nominating a Wellness or Mental Health Safety Officer will demonstrate to your workforce that you are prioritising workplace wellness and the prevention of psychological hazards.

Ways that you can demonstrate your duty of care for employee wellness and a positive work environment are:

• By ensuring you fully understand your obligations in Australian WHS legislation and implement thoroughly.

• By considering these responsibilities a moral obligation to improving and maintaining employee wellness rather than a legal obligation.

• To take a preventative approach to mental health and wellness issues rather than simply addressing the issues after the fact.

Taking it Further

Where to now?

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