Psychosocial risks are factors in the workplace that can affect an individual’s psychological and social wellbeing. Here we discuss practical ways to manage psychosocial hazards and the significant benefits for your employees and organisation.
What are psychosocial risk factors?
These are examples of psychosocial risk factors:
- High job demands. Excessive workloads, tight deadlines, and high-pressure environments can lead to stress and burnout.
- Lack of control. Limited control over work tasks, decision-making, and how work is organised can create feelings of helplessness and frustration.
- Poor work-life balance. Long working hours, irregular schedules, and work that intrudes on personal time can harm personal relationships and lead to stress.
- Job insecurity. Uncertainty about job continuity or the potential for job loss can lead to chronic anxiety and stress.
- Inadequate support. Lack of support from management, colleagues, or the organisation can increase feelings of isolation and stress.
- Harassment and bullying. Exposure to aggressive behaviour, bullying, or harassment in the workplace can lead to severe psychological harm.
- Violence at work. Exposure to physical or verbal violence can result in trauma and long-term psychological issues.
- Role ambiguity. Unclear job expectations or conflicting demands can lead to confusion, stress, and reduced job satisfaction.
Why manage psychosocial risks in the workplace?
Managing risks that can lead to an employee suffering from mental or physical ill health are considered part of an employer’s general duty of care under the Health and Safety at Work etc. Act 1974.
Psychosocial risks can lead to serious mental and physical health disorders, including anxiety, depression, burnout, and cardiovascular diseases.
These conditions not only diminish an employee’s quality of life but also affect their ability to perform effectively at work, make decisions and collaborate with others. Individuals under stress may be irritable and more likely to conflict with colleagues, further disrupting team dynamics and lowering morale.
There is also a considerable financial cost for organisations and the wider economy. According to the Health and Safety Executive (HSE), in 2022/2023, stress, depression, and anxiety resulted in 17.1 million lost working days and cost the UK economy £71.1 million.
How to manage psychosocial risks at work
Identify risks
The first step is to identify potential risks. This should be an ongoing process involving regular feedback and evaluation.
Conducting employee surveys or holding focus groups can provide valuable insights. When employees feel that their opinions matter and that they can influence decisions that impact their work, they are more likely to feel valued and engaged too.
Foster a supportive culture
A key factor in reducing psychosocial risks is fostering a workplace culture that is respectful, honest, and supportive. This can be achieved by promoting open dialogue between management and employees, enabling concerns and suggestions to be expressed without fear of retribution.
Regular meetings, suggestion boxes, and open-door policies are practical ways to encourage communication, so problems can be addressed before they become more serious.
Consider job design
Factors such as workload, task variety, and autonomy can significantly influence an employee’s stress levels and job satisfaction. Employers should strive to design jobs that provide a balanced workload, offer variety in tasks, and grant employees a degree of control over their work.
Promote work-life balance
Employers can support work-life balance by offering flexible working arrangements, such as remote work options, flexible hours, or part-time opportunities.
It is also important to encourage employees to take regular breaks, use their holiday allocation, and disconnect from work during non-working hours.
Access to mental health resources
Providing access to mental health resources is a vital component of a supportive workplace. Employee Assistance Programmes (EAPs), counselling services, and stress management workshops are invaluable resources that can help employees manage challenges.
Conflict resolution mechanisms
Conflict is an inevitable part of any workplace, but how it is managed can significantly impact employee wellbeing.
Organisations should have clear procedures for addressing workplace conflicts, including those related to bullying or harassment. These procedures should be accessible, transparent, and fair, ensuring that all parties involved feel heard and respected.
Prevent and address bullying
Bullying is one of the most harmful psychosocial risks in the workplace and 15% of employees have reported experiencing it. To address this, employers should consider implementing the CIPD’s recommendations of how to prevent and challenge inappropriate behaviour.
Risk management training – Praxis42 IOSH Managing Safely
Praxis42 is proud to offer IOSH Managing Safely, a comprehensive course that equips managers with the skills to identify and address common workplace risks, including psychosocial risks.
Developed by well-respected health and safety professionals, in partnership with our experienced eLearning team, this comprehensive course covers all aspects of health and safety requirements, so managers understand how to carry out their responsibilities.
To find out more about IOSH Managing Safely, please visit our website, or contact our friendly team on 0203 011 4242/info@praxis42.com
Adam Clarke
Managing Director (Consulting)
