Category: wellness

What is behind the fluctuation of mental health claims?

If you are contemplating running a survey about workplace health and safety, make it longitudinal. That is, structure your survey so that data can be compared over a long period of time by clearly defining your questions to the general rather than the topical. Topical questions can be included occasionally (they can freshen up a survey), but the core of the survey needs to be robust.

Recently Safe Work Australia (SWA) released the 6th edition of workers compensation claim data for psychosocial health and safety and bullying in Australia. It is a short statement of data that offers some interesting trends and continues the survey’s limitations.

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Latest Psych Health Code released

The big occupational health and safety (OHS) news in Australia has been the New South Wales release of its Code of Practice for Managing Psychological Hazards at Work. This Code is not mandatory but is a very good indication of what the OHS regulators (and perhaps eventually the Courts) believe are reasonably practicable measures for employers and business owners to take. These measures are discussed in detail below.

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Australia gets serious on psychological health at work

Below is an article written by Carlo Caponecchia and published originally on May 25 2021. Caponecchia is a leading figure in workplace psychological hazards and strategies. The article is reproduced with permission.

Employers are about to ramp up their efforts to protect mental health at work.

Last week, workplace health and safety (WHS) ministers from around Australia agreed to changes that will formalise what’s expected of employers in relation to mental health in Regulation. 

These changes respond to a review of the model WHS laws by Marie Boland, former Executive director at Safework South Australia. The model WHS laws are a “blueprint” used since 2011 to make safety laws more consistent across the States and Territories. 

Continue reading “Australia gets serious on psychological health at work”

Resilience = the enemy of the Duty of Care

Last year Professor Michael Quinlan and Dr Elsa Underhill wrote about how precarious work arrangements had contributed to the spread and prevalence of COVI19 in Australia and its workplaces. Soon Australia’s Treasurer, Josh Frydenburg, will announce his 2021-22 Budget strategy. It is forecast to include big government spending and in many different areas of Australian industry, but the economy and Australians’ health may be better served by addressing the precarious employment structures on which more and more businesses rely and about which the Government seems disinterested.

In the latest edition of Griffith Review (no. 72), Angela Smith looked at how embedded precarious work is in Australia’s economic rebound. She also looked at how the wellbeing and wellness industries compound the health and safety risks of this type of work in this time of COVID19.

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Odd sexual harassment guidance

Safe Work Australia has released an important national occupational health and safety (OHS) guidance called “Preventing workplace sexual harassment.” The advice included is very good, but the presentation is so plain and vanilla as to be unattractive – unattractive in that there is little to encourage anyone from reading what is very important information. No images, no flowcharts, no graphics, no infographics but perhaps most importantly – no case studies.

This is not to suggest that SWA guidance needs to look like a “Dummy’s Guide”, but readability is more than grammar, understanding comes from more than just information.

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Give Duty of Care and Workers’ Compensation a good shake

At the2020 Australia and New Zealand Society of Occupational Medicine (ANZSOM) annual scientific meeting, Dr David Goddard spoke about “Regulation: when expectations go unmet”. In a wide-ranging presentation Goddard spoke of Australia’s occupational health and safety (OHS) laws touching on a couple of contentious governance issues:

“…… Robens-inspired law introduced the employers’ general duty of care with responsibility for self-regulation. Indeed, self-regulation is essential. Without self-regulation, duty of care simply becomes a game of who to blame if things go wrong.”

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Interesting? Yeah. Useful? Nah.

The last six months have seen a spate of marketing surveys about the impact of COVID19 on workplaces as well as the secondary consequences, such as mental health. On 18 January 2021, The Australian Financial Review (AFR) published an article based on one of these types of surveys conducted by the “work management platform Asana” which claimed:

“Almost three-quarters of Australians suffered burnout last year and the average office worker’s overtime nearly doubled from 236 hours in 2019 to 436 hours, a global study of more than 13,000 office workers reveals.”

This is inaccurate.

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