As today is R U OK day, we remind everyone to check in with the people around you. You don't need to be an expert to reach out - just a good friend or manager, and a great listener. Use these four steps and have a conversation:- Ask R U OK?
- Listen
- Encourage action
- Check in
Research from the Swinburne University of Technology and Deloitte Australia launch shows that
93% of workers say their physical, emotional
and mental wellbeing is just as important as pay.
By creating a mentally healthy workplace, your business becomes more attractive in a competitive job market and helps you retain the staff you have. This regional resource kit by SafeWork NSW is packed full of advice and tips on how to look after the wellbeing of your workers, and yourself.
What does a mentally healthy workplace look like?
A mentally healthy workplace is where everyone feels supported, accepted, and empowered at work.
Everyone has a role to play looking after their own mental health and creating a mentally healthy workplace. However, creating this environment starts from the top. In a mentally healthy workplace, the leaders:
speak openly about mental health in the workplace to reduce stigma and help others feel comfortable to speak up
identify and manage risks to mental health through safe work practices and the maintenance of a positive and inclusive workplace culture
support the recovery of a worker experiencing mental ill-health.
Employer obligations
As an employer or business owner, these are some of your minimum requirements (duties) under the law. Read SafeWork's Managing Psychosocial Hazards at Work Code of Practice launch for more detailed information about your obligations.
As an employer you must:
Provide a healthy and safe workplace both physically and mentally. This is a legal requirement under work health and safety laws launch.
Prevent harm by identifying and managing any factors that can impact workplace mental health.
Prohibit any discrimination against a worker for having a mental health condition. Fair Work has more information about protection from discrimination launch at work.
Respect workers’ privacy by not disclosing their personal or health information or mental health condition to others unless the worker gives consent.
Make reasonable adjustments such as changes in work hours or daily tasks that support ‘recovery at work’ and have a return to work program launch in place. Not only is this a legal requirement, but it leads to better outcomes for your team and your business. Learn how to support recovery at work
Keep a record of workplace illness or injuries, including psychological injuries. You can do this by having a ‘registry of injuries’. SafeWork NSW has advice on having a register of injuries launch.
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