Employee mental health is a growing priority for businesses not just within Australia but Internationally. Poor employee mental health can lead to absenteeism, reduced productivity, and workplace conflicts, making it essential for employers to foster a supportive environment.
Under Work Health & Safety Act 2011 and the Managing Psychosocial Hazards at Work Code of Practice 2022, businesses must now address not just the physical risks but also psychosocial risks within the workplace.
Psychosocial hazards that may arise at work include:
- Job demands
- Low job control
- Poor support
- Lack of role clarity
- Poor organisational change management
- Inadequate reward & 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
Best Practices for Supporting Mental Health in the workplace
Creating a mentally healthy workplace starts from the top with open communication, realistic workloads, and access to external professional support if needed. Encouraging a culture of trust, offering flexible work arrangements, and ensuring employees have access to resources like Employee Assistance Programs (EAPs) (insert link to IHR EAP web page) can significantly improve well-being.
Pragmatically to achieve the above, implementing things like position descriptions, written outline of project expectations and deadlines, policies and procedures, and diarising and regular check-ins with team members.
Businesses must also consult with their team or work health and safety committee on all work health and safety matters. Effective consultation with workers improves decision-making about health and safety matters and assists in reducing work-related injuries and illness. Workers can identify tasks or aspects of their work that cause or expose them to psychosocial hazards and may have practical suggestions or potential solutions to address those hazards. For example, workers may have ideas to improve work design to minimise the risks of psychological harm.
Meeting WH&S and Psychosocial Obligations
Updated WH&S regulations require employers to manage psychosocial hazards through risk assessments and control measures. Compliance with these obligations not only ensures legal adherence but also enhances workplace morale and efficiency.
Identifying harmful behaviours can at times be challenging and they can derive from a variety of sources. Overt or extreme behaviours include physical violence and or yelling. However, more subtle forms could be crude jokes / language, degrading comments or comments regarding diversity in the workplace i.e. gender, age, race, culture, religion.
Harm can come from a number of different sources such as:
- External behaviours from customers, clients, patients, members of the public or from other businesses (e.g. between a plumbing and an electrical sub-contractor at the same work site, or a delivery person and a retail worker)
- Internal behaviours from other workers, supervisors or managers.
Practically speaking, the employer must have a Mental Health Policy and Procedure, have conducted a hazard identification and risk assessment and conducted training (at least annually) to all workers to meet the legislative requirements.
Creating Lasting Change
Investing in mental health initiatives leads to a more engaged and productive workforce. In 2025, proactive initiatives regarding mental health are a business necessity. By fostering a supportive culture, offering flexibility, and meeting WH&S obligations, Queensland businesses can create a thriving, healthy work environment with an engaged and retained workforce.
For expert guidance on implementing workplace mental health initiatives, consider partnering with Integrated Human Resourcing’s Employee Assistance Program (EAP). Our tailored support services can help your business create a healthier and more resilient workforce. Learn more at IHR EAP.
Written by Rachel Murphy – HR Coordinator