There’s an elephant in the room that the government is quietly preparing for, and I’m game enough to talk about it. We’ve put psychosocial safety in the legislation with all good intentions, but many leaders and business owners are scared that this will just open a can of worms.  

There’s a real concern that claims may rise. Employees with existing mental health conditions might take advantage of workers compensation, falsely claiming their condition was created by the workplace. The cost to the insurer (and organisations through their insurance premiums) has the potential to skyrocket! 

In theory, tighter claim limitations will protect the integrity of the system. In practice, we know it won’t always be that clear-cut. 

So where does that leave you as a leader? You have a choice. 

As a leader you can put your head in the sand and think everything is fine, or you put your energy into creating a work culture where people enjoy coming to work and are committed to the results needed for success.  

When you shift your focus from fear to strategy, risk becomes something you can work with. A psychosocial risk assessment can help inform you of where to start. Done well it can inform process and operational improvements, drive alignment and raise team and individual motivation.  

People don’t just want to be safe at work. They want to feel valued, engaged, and part of something that’s moving forward. 

Some leaders believe things are under control, yet they haven’t completed a psychosocial risk assessment. Are they ready for what the future may bring?