Beyond the Surface Stressors in Queensland Workplaces

Creating a mentally healthy workplace goes beyond maintaining physical safety—it also involves addressing psychosocial hazards that can significantly impact workers’ well-being. With the recent introduction of the Managing the Risk of Psychosocial Hazards at Work Code of Practice in Queensland, employers, HR professionals, and employees now have a clear roadmap to fostering safer and healthier environments. This guide will walk you through everything you need to know about the new code, why it matters, and how to implement its guidelines effectively.

Understanding the New Code of Practice

What is the Code of Practice?

The Managing the Risk of Psychosocial Hazards at Work Code of Practice came into effect on April 1, 2023. Aimed at the public sector in Queensland, this code offers practical guidance for identifying, assessing, and managing psychosocial hazards within the workplace. These hazards, if unaddressed, can lead to stress responses and harm employees’ mental health.

Why It Matters

Previously, enforcement actions and prosecutions related to psychosocial risks were rare. However, with this new code, businesses are mandated to follow specific steps to manage these risks. Non-compliance is now an actionable breach of statutory obligations under the Work Health and Safety (WHS) Act.

Scope of the Code

The code covers various psychosocial hazards, including high or low job demands, poor support, low role clarity, poor organizational change management, and incidents of violence, aggression, bullying, and harassment. Employers must treat these hazards with the same urgency and thoroughness as physical safety risks.

Identifying Common Psychosocial Hazards

High or Low Job Demands

• One of the most prevalent psychosocial hazards is the imbalance in job demands. Excessive workloads can overwhelm employees, while insufficient tasks may lead to boredom and disengagement. Both scenarios contribute to stress and affect overall productivity.

Poor Support

• A lack of support from supervisors and peers can create a hostile work environment. Employees need to feel valued and supported to thrive in their roles.

Low Role Clarity

• Unclear job roles and expectations can confuse employees, leading to frustration and anxiety. Clear communication and well-defined responsibilities are essential to mitigate this hazard.

Practical Steps for Managing Psychosocial Hazards

Engage and Consult with Staff

• Active engagement and consultation with employees are crucial. Open dialogues help identify issues early and foster a culture of trust.

Conduct Regular Assessments

• Use risk assessment templates and checklists to document identified hazards and control measures. These tools help maintain a proactive approach to managing psychosocial risks.

Implement Control Measures

• Once hazards are identified, implement effective control measures. These could include workload adjustments, training programs, and improved communication channels.

Cultivating a Mentally Healthy Workplace

Encourage Self-Care and Balance

• Promote psychological self-care by encouraging employees to take breaks, socialize with colleagues, and maintain a healthy work-life balance. Lead by example to create a supportive environment.

Observe the Signs

• Be vigilant about the signs of stress and mental health struggles among employees. Early intervention can prevent minor issues from escalating into major problems.

Offer Support When Needed

• Provide timely support to employees who show signs of stress or other psychological issues. Use resources like conversation guides and workplace modification examples to facilitate this process.

Staying Compliant with the Code

Update Systems and Training

• Ensure your systems are up-to-date and that managers understand their roles in identifying and responding to psychosocial hazards. Regular training sessions can keep everyone informed and prepared.

Formalise Existing Systems

• If your workplace already has systems for managing workloads and responding to psychosocial issues, consider formalizing these procedures. This ensures consistency and compliance with the new code.

Inform Executives and Staff

• Keep executives, boards, and staff informed about the new developments. Transparency and communication are key to effective implementation and compliance.

The Broader Impact of Psychosocial Hazards Legislation

Nationwide Adoption

Queensland is not alone in adopting psychosocial hazards legislation. Other jurisdictions like New South Wales, Western Australia, and Tasmania have implemented similar codes of practice. The Northern Territory, Victoria, South Australia, and the Australian Capital Territory are also making strides in this area.

Safe Work Australia

Safe Work Australia has updated the Model Work Health and Safety (WHS) Regulations to include psychosocial hazards. This amendment, effective from April 1, 2023, requires businesses across Australia to implement control measures for managing psychosocial risks.

Conclusion

Addressing psychosocial hazards is no longer optional for businesses in Queensland. The new code of practice provides a clear framework for creating safer, healthier workplaces. By understanding and implementing these guidelines, employers can protect their employees’ mental health, improve productivity, and foster a positive work environment.

For those looking to take the next step, consider booking a consultation with our experts. We can help you refine your strategies and ensure your workplace is fully compliant with the new regulations.