Should there be mandatory reporting of psychosocial risks in workplaces?

Should there be mandatory reporting of psychosocial risks in workplaces?

Economists at the University of Sydney have highlighted the rise of ‘workplace depression’ in the UK. In a survey of 20,000 UK employees, 49% said their jobs had “made them feel depressed at least some of the time in the past few weeks”. The main cause was found to be not having enough time to do tasks required, the need for multi-tasking and lack of autonomy.

The researchers call for the introduction of mandatory reporting by firms of psychosocial hazards, of  “any aspects of a workplace or its culture that can cause psychological or physical harm” — similar to the current measures around reporting on gender pay gaps.

Hazards in the window

The reporting, the University argues, would incentivise organisations to improve workplace cultures and working conditions, and allow employees and potential employees to compare the performance of employers, and make informed choices about who they want to work for.

It points to the government scheme, Safe Work Australia, which already demands that businesses monitor and consult on psychosocial hazards.

Better now

EAPA UK chair, Karl Bennett said: “Given the wider social and economic costs from poor mental health, long-term illnesses and economic inactivity, the scrutiny of employers and workplace cultures is only going to keep growing.

“It would be sensible for HR leaders to plan for the future and look at how they can, first of all, understand where the pressure points are in their organisation, working with their EAP partner. And then look at using the evidence to track where extra support to changes are needed to prevent ordinary stresses and pressures turning into mental health problems that are damaging to everyone involved. If voluntary reporting becomes commonplace, or mandatory measures are necessary, then the pro-active employers will be in position to embrace the new situation and take advantage.”