Psychosocial Risks in the Workplace: How to Manage and Reduce Their Impact

Psychosocial risks are hazards that can have a negative impact on mental health. Psychosocial risks in the workplace can negatively affect an employee’s ability to navigate stressors in both their workplace and at home. 

Some common psychosocial risks include: 

• Work overload: Employees who are constantly working long hours or under pressure are at increased risk of developing psychosocial problems 

• Lack of control: Employees who feel like they have little control over their work are also at risk 
• Poor relationships: Employees who have negative relationships with their colleagues or managers are more likely to experience stress and anxiety 
• Violence and harassment: Employees who are exposed to violence or harassment in the workplace are at risk of developing mental health problems 

Workers are Struggling with Health and Well-Being 

As SAI360 reported last May, health and well-being has been the lowest-scoring area for health and safety professionals looking to improve their health and safety programs over the past couple of years. 

According to FEFO’s Health and Safety Index benchmark data, health and well-being scored 73 percent in 2021 and 74 percent in 2022. This is lower than the scores for safety systems (75 percent in both years), safety leadership (77 percent in both years), and safety engagement (75 percent in 2021 and 77 percent in 2022). 

It is important for health and safety professionals to focus on improving health and well-being. This is because a healthy and well-rested workforce is a safer workforce. 

And of course, it’s not just health and safety professionals struggling to improve their health and well-being at work. Psychosocial risks—which, according to WHO estimates, cost the global economy $1 trillion each year in lost productivity—are a serious workplace problem experienced by most workers. For example, a study by the American Psychological Association found 70 percent of employees report experiencing at least one type of psychosocial risk at work.  

How to Reduce Psychosocial Risks in the Workplace 

A positive workplace culture is one where employees feel safe, respected, and supported. This type of culture can help reduce the risk of psychosocial problems and improve employee health and well-being. 

Companies can create a positive workplace culture in ways such as: 

• Encouraging open communication: Employees should feel at ease talking to their manager or Human Resources department about any problems they are facing 
• Creating a supportive environment: Employees should feel part of a team and that their contributions are valued 
• Promoting a healthy work-life balance: Employees should not feel like they must work long hours or sacrifice their personal lives for their job 
• Providing training on psychosocial risks: Employees should be aware of risks and how to best manage them on a regular basis 

Regulations and Requirements are Not One-Size-Fits-All

Where an organization’s employees are based across the United States dictates what regulations and requirements regarding psychosocial training needs must be adhered to. In the United States, there is no federal law that specifically requires employers to provide psychosocial training. Nonetheless, some states do have regulations on psychosocial training, such as: 

• California: The California Healthy Workplace Standards Act requires employers with 50 or more employees to provide training on sexual harassment and workplace violence. 
• Oregon: The Oregon Safe Workplaces Act requires employers with 6 or more employees to provide training on workplace violence. 
• Washington: The Washington Healthy Workplace Act requires employers with 15 or more employees to provide training on sexual harassment and workplace violence. 

In addition to these state laws, there are also a number of industry-specific regulations that require employers to provide psychosocial training. For example, the Occupational Safety and Health Administration (OSHA) requires employers in the healthcare industry to provide training on stress management. 

Global Differences 

Similarly, the regulations and requirements for psychosocial training vary from country to country.  

In some regions, such as the United Kingdom, there are specific laws that require employers to assess the psychosocial risks in their workplace and take steps to reduce them. In other countries, such as Japan, although there are no specific laws, there are government guidelines employers are encouraged to follow. 

The following are just a few examples of how psychosocial training requirements vary from country to country: 

• Australia: The Australian government provides a guide for employers on how to manage psychosocial risks in the workplace. The guide is not mandatory but is a valuable resource for employers who want to create a healthy and safe workplace. 
• Canada: The Canadian government has developed resources for employers on how to manage psychosocial risks in the workplace. These resources include a guide on how to assess psychosocial risks, a toolkit for creating a healthy and safe workplace, and a training program for managers and supervisors. 
• European Union: The European Union has adopted a directive on psychosocial risks in the workplace. The directive requires employers to assess the psychosocial risks in their workplace and take steps to reduce them. 
• India: The Indian government has developed a set of guidelines for employers on how to manage psychosocial risks in the workplace. These guidelines are not mandatory, but they provide employers with a framework for creating a healthy and safe workplace. 
• Brazil: The Brazilian government has passed a law that requires employers with 100+ employees to provide psychosocial training to their employees. The training must cover topics such as stress management, burnout prevention, and violence and harassment in the workplace. 

It is important that employers remain aware of the regulations and requirements for psychosocial training in the countries where they operate. By understanding the requirements, employers can determine what changes are needed in order to create a healthy and safe workplace for their employees. 

How to Create a Positive Workplace Culture 

When companies work to protect their employees from the negative effects of psychosocial risks, this can lead to improved employee health and well-being, increased productivity, and a reduced risk of lawsuits. 

Here are some additional tips for creating a positive workplace culture: 

• Set clear expectations: Employees should know what is expected of them in terms of their work performance and behavior 

• Provide regular feedback: Employees should receive regular feedback that is both constructive and helpful on their work performance and behavior 
• Recognize and reward good performance: Employees should be recognized and rewarded for good performance which can ultimately boost morale and motivation 
• Be fair and consistent: Employees should be treated fairly and consistently to build trust and respect 

How Does SAI360’s Learning Solution Help Organizations Manage Psychosocial Risks? 

SAI360 has developed a variety of courses for businesses and organizations on identifying, mitigating, and addressing psychosocial risks.  

These courses can help employers to understand what risks to look for, develop strategies to reduce them and create a workplace culture where being at work is a joyful experience where people have great passion and purpose in all they do. 

Additionally, now included in SAI360’s latest release, 2023.1 is SAI360’s Psychosocial Events Management module where organizations can record and investigate psychosocial incidents or complaints from a place of privacy and assurance. 

SAI360’s engaging courses are designed to help increase employee productivity, reduce employee turnover, and boost employee morale. They cover a wide range of topics, including: 

• Stress management: Employees learn how to manage stress in the workplace. 
• Bullying and harassment: Employees learn how to identify and deal with bullying and harassment in the workplace. 

• Work-life balance: Employees learn how to create a healthy work-life balance. 
• Communication skills: Employees learn how to communicate effectively with their colleagues, managers, and customers. 

Final Thoughts 

Data-driven management of psychosocial risks within the workplace must remain a top priority for organizations. It is essential to create a safe and healthy work environment for employees. By collecting data on psychosocial risks, organizations can identify areas where there are problems and take steps to address them.