According to the Australian Institute of Health and Welfare, around one in five Australians experience mental ill-health at any given time. This means that in almost every workplace, there’s likely someone facing challenges that are not always visible.
For WHS and safety professionals, managing psychosocial risks isn’t just about compliance with legislation. It is also about recognising early warning signs, creating safe conversations, and connecting workers to the right support before harm occurs.
Supervisors, in particular, are in a unique position to notice when something is not right. They see day-to-day behavior changes that policies or risk assessments can’t easily capture. So how can you support your workers’ mental health in this age of time?
What’s driving mental ill health at work?
According to the ACTU’s report “Work Shouldn’t Hurt”, Australian workers continue to face job conditions that significantly increase their risk of developing mental health issues. These include:
- Long working hours
- High workloads that leave workers feeling unable to meet demands and deadlines
- Exposure to traumatic events, or dealing with distressed or aggressive clients or customers
- Working unsociable hours
- Lack of support from supervisors or insufficient training and resources
- Experiences of bullying, aggression, harassment, or other conflict with coworkers
These psychosocial hazards can have cumulative effects. Without early action, they can lead to burnout, psychological injury, and higher turnover – all of which directly affect safety and productivity.
That’s why supervisors and employers play such a critical role in identifying risks and providing timely support.
A Practical Five-Step Action Plan
Here is a 5-step action plan from SafeWork NSW to help supervisors and employers support workers who may need mental health assistance.
Know the Signs and Act Early
Early intervention makes a difference. Be on the lookout for changes in behavior, performance, or appearance such as withdrawal, reduced engagement, or frequent absences. These may signal that someone is struggling.
Acting early, with care and sensitivity, helps prevent psychosocial risks from escalating.
Start the Conversation
Choose a private and calm space to talk about what you’ve noticed. Keep the tone supportive, not investigative.
If they’re not ready to talk, let them know you’re available when they are.
Connect to Support
Sometimes the next step is simply helping them access support.
Encourage access to support such as the following lines where workers can get access to free help 24/7:
Lifeline Australia – 13 11 14
Beyond Blue – 1300 22 4636
MensLine Australia – 1300 78 99 78
NSW Health Mental Health Line – 1800 011 511
Plan and Make Changes
Workplace adjustments can play a vital role in recovery. Once a worker has opened up or sought help, it’s important to look at what can be changed in the work environment to support recovery and prevent further harm.
Consider:
Adjusting hours, workload, or duties
Ensuring the work environment remains psychologically safe
Reinforcing respectful behaviour and clear communication within the team
Stay Connected
Staying connected signals that the organisation genuinely cares and that recovery doesn’t have to mean isolation. Review how they’re progressing and whether further adjustments are needed. Agree on what information will be shared with colleagues to maintain privacy and team understanding.
Building a Culture of Care
Encourage workers to take up positive coping strategies like exercise, social activities, or hobbies they enjoy. When workplaces model openness and compassion, they reduce stigma and strengthen psychological safety across the organisation.
Conclusion
Supporting mental health is not just a wellbeing initiative, it is also integral to a safe, productive, and resilient workplace.
If your organisation is reviewing its psychosocial risk strategy or training supervisors in early intervention, Safety People can help you connect with WHS professionals who understand both compliance and culture. Reach out to us today for more details.
