Psychosocial safety poll results

The LDN psychosocial safety poll results are in – workload and role clarity need more focus.

When LDN asked our eNews subscribers where workplaces should focus to improve psychosocial safety, the result was not close. Nearly two thirds of respondents – 63.6% – nominated workload, resourcing and role clarity. Respectful behaviour and early conflict resolution came in at 9%, managing fatigue at 7%.

The result held across every sector represented: construction, professional services, government, manufacturing, transport, agriculture, showing that this is not a problem confined to one industry but about how work is designed, resourced and communicated.

Comments from repondents included:

“There is an expectation that workers go above and beyond every day. This is not sustainable and creates burnout.”
Respondent, construction and infrastructure

“Without clear responsibilities, people often pick up tasks that should sit with another role, especially when staffing levels are too low. This becomes a hidden stressor that usually impacts performance or increases turnover.”
Respondent, professional services

High job demands and lack of role clarity are formally recognised psychosocial hazards under Australian WHS regulations and employers have a legal duty to manage them, in the same way they would manage any physical hazard on a worksite.

What the national data shows

Accord to Safe Work Australia, over the past decade, serious mental stress claims have increased by 123%. Over the same period, all other serious claims grew by just 13%. In 2023-24, mental stress accounted 11.5% of all serious workers’ compensation claims in Australia.

The link to what respondents described identified in the poll, work pressure is the second highest cause of serious mental stress claims nationally, accounting for nearly one in four claims.

Leading causes of serious mental stress claims (2023-24)

Source

Mental health condition claims cost employers more than four times the compensation cost and four times the time away from work, before you factor in lost productivity, recruitment costs and the knowledge that walks out the door with an experienced person.

Where to start

Addressing workload, resourcing and role clarity starts with an honest look at how work is organised, whether expectations are realistic, and whether people have what they need to do their jobs safely.

Psychosocial safety is shaped by how work is designed, resourced and communicated. For leaders, HR and safety professionals, these are the questions worth asking as part of a psychosocial risk assessment:

• Are workloads realistic given current resourcing?
• Are roles and responsibilities clearly defined, especially when staffing is tight?
• Are leaders responding when concerns are raised?
• Are changes planned with the impact on people in mind?

These are simple questions, but they require honest answers. When workloads are unmanageable and responsibilities are unclear, the harm is real – and the data shows it.