Employers have a legal duty to identify and manage reasonably foreseeable workplace psychological hazards, and protect workers from unsafely high work demands and bullying, a SafeWork NSW director told a forum on mental health in the legal industry today.
The vast majority of workers with disabilities, health conditions or injuries are motivated to retain, secure or return to suitable employment, but necessary work accommodations are rare, and outcomes are stymied by stigma and discrimination, according to a major report on empowering workers.
New parents face a number of challenges returning to work and shouldn't have to rely on winning "the boss lottery" to receive the support they need, an organisational psychologist specialising in workplace transitions says.
The World Health Organisation has redefined "burnout" as a syndrome resulting from chronic workplace stress that hasn't been successfully managed, and warned that poor work safety policies and inflexible hours can create or exacerbate the condition.
Indiscriminately taking tasks away from workers struggling with stress can make their conditions worse, according to a clinical psychologist who warns that misconceptions around employee burnout can have dire consequences.
An employer's duty of care during emergencies extends to implementing an effective crisis communication plan for alerting workers promptly and meaningfully, according to the general manager of a global software company.
Employers are entitled to alter workers' flexible working arrangements to improve their performance, but one manager's hasty attempt to do so was unreasonable, a tribunal has found in an injury dispute.