Safe Work Australia statistics show a mentally unwell workforce

It’s no secret that poor workplace mental health has significant consequences for businesses. The recent Safe Work Health and Safety report highlights just how detrimental it can be for both employees and businesses in Australia.

With new legislation being rapidly introduced and existing laws enforced more strictly, inaction in mental health training and support can leave employers facing more than just an unproductive team.

In 2022-23, mental health conditions accounted for 10.5% (or 14,600 cases) of all serious claims. This represents a 19.2% increase from the previous year, a staggering 97.3% rise over the last decade and the second-largest increase in injury/illness claims, just behind the serious claims related to infectious diseases, driven primarily by COVID-19. These conditions are often caused, worsened, or left unaddressed by the workplace.

Mental health conditions are among the costliest forms of workplace injury. They result in significantly more time off and higher compensation compared to physical injuries and diseases. In 2021-22, serious claims for mental health conditions resulted in 584,029 working weeks lost.  

SafeWork Australia outlines that “All Victorian public sector employers have a duty under the Occupational Health and Safety Act 2004 (OHS Act) to provide and maintain a working environment for their employees that is safe and without risks to physical and mental health.” Psychosocial hazards—ranging from role uncertainty to verbal abuse—are the leading cause of workplace-related mental health issues.  

Employers must recognise and address these hazards to comply with legislation and to retain happy employees.  Employees today are more informed than ever about their rights, and many are ready to pursue mental health claims, often with union support. Gen Z employees, in particular, have a low tolerance for workplace misconduct, leading to evolving standards for acceptable behaviour.

Key Takeaways

When mental health needs are neglected and psychosocial hazards impact employees, it is the employer’s responsibility to resolve these issues and provide support. Otherwise, they could face legal consequences.

HR managers and employers may not always have visibility into what is happening in different departments. The best way to protect and maintain a mentally healthy workplace is to train your leaders.  

Leaders have greater visibility into how the team operates and the power to influence attitudes and behaviours, including addressing bullying. They are ideally positioned to minimise psychosocial hazards, such as high-stress environments, change management, and exposure to traumatic content.

With the right training, leaders can protect their teams, take action, and promote positive mental health practices. When equipped with mental health knowledge, leaders can have a strong positive influence, benefiting the entire workplace.

At Health at Work, we offer our ‘Leading Mental Health’ program designed to develop resilient, aware, and educated leaders who advocate for their teams' mental health - available as a one-time workshop or annual course,

We frequently hear from employers who say, "We aren’t ready for mental health training" or "We haven’t had any claims yet." This is no longer acceptable and the research is clear; mental health training is essential in 2024. As cases and claims rise each year, bad habits and harmful practices will start affecting your employees without proper protections in place.  

Leaders play a pivotal role in shaping workplace mental health. Give them the tools to ensure their influence is positive.  

Reference

Safeworkaustralia.gov.au. (2024). Key Work Health and Safety Statistics Australia 2024 | dataswa. [online] Available at: https://data.safeworkaustralia.gov.au/insights/key-whs-stats-2024.

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