Psychological Health & Psychosocial Risks in Workplace

 

1. Introduction

Psychological health and psychosocial risk management are integral parts of the modern Occupational Health & Safety (OHS) framework.

While traditional HSE focuses on physical hazards (e.g. machinery, chemicals, electricity), psychosocial risks relate to how work is organized, managed, and experienced — impacting employees’ mental wellbeing, stress and job performance.

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2. Key Definitions

Term	Definition
Psychological Health	A state of mental well-being enabling an employee to cope with work demands and contribute effectively.
Psychosocial Risk	Aspects of work design, organization, and management that have the potential to cause psychological or social harm.
Work-Related Stress	Physical and emotional response when job demands exceed the worker’s capabilities or resources.
Psychological Hazard	Factors such as bullying, long hours, job insecurity, or poor support that may lead to stress, anxiety, or depression.

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3. Examples of Psychosocial Hazards

Category	Examples
Job Demands	Excessive workload, unrealistic deadlines, long shifts, constant pressure.
Job Control	Lack of decision-making authority, micromanagement.
Role Clarity	Conflicting job expectations, unclear responsibilities.
Organizational Culture	Blame culture, favoritism, lack of recognition, poor communication.
Interpersonal Relations	Bullying, harassment, discrimination, conflict.
Work-Life Balance	Shift work, long commutes, lack of leave or rest.
Job Security	Contract instability, fear of layoffs.
Remote/Isolated Work	Limited support, loneliness, communication breakdown.

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4. Health Impacts

• Chronic stress, anxiety, depression.

• Sleep disorders and fatigue.

• Cardiovascular and gastrointestinal problems.

• Increased absenteeism and turnover.

• Reduced concentration → higher accident rates.

• Decline in team performance and morale.

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5. Psychosocial Risk Assessment Process

Similar to a physical risk assessment — identify, evaluate, and control psychological hazards.

Step	Description
1. Preparation	Form HSE team including HR and line managers. Train supervisors in psychosocial risk awareness.
2. Identification	Use surveys, interviews, absenteeism records, and safety incident data to find stressors.
3. Evaluation	Assess likelihood and severity (e.g., high workload + low control = high risk).
4. Control Measures	Implement organizational and individual controls (see below).
5. Monitoring	Review through periodic surveys and HR performance data.
6. Review	After any major change (new shift system, restructuring, etc.).

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6. Control & Prevention Strategies

A. Organizational Controls

• Manage workloads and set realistic targets.

• Provide role clarity through updated job descriptions.

• Encourage worker participation in decision-making.

• Provide clear reporting and anti-harassment mechanisms.

• Develop fair performance appraisal systems.

• Introduce Employee Assistance Programs (EAPs).

• Schedule rest breaks and ensure shift rotation.

B. Leadership & Communication

• Promote open communication and feedback culture.

• Train supervisors in empathy and conflict management.

• Conduct regular safety and mental wellness meetings.

C. Individual Support

• Offer counseling or stress management training.

• Encourage work–life balance and wellness activities.

• Promote physical fitness, mindfulness and rest.

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7. Integration into HSE Management System

• Include psychosocial risks in the Hazard Identification and Risk Assessment (HIRA) register.

• Include mental health indicators in incident investigations and root cause analysis (e.g. fatigue, stress).

• Report psychological incidents as occupational health cases.

• Establish a Psychological Health & Wellbeing Policy.

• Conduct periodic employee well-being surveys.

• Ensure management commitment — same priority as physical safety.

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8. Relevant Standards & Guidelines

• ISO 45003:2021 – Psychological Health and Safety at Work.

• ISO 45001:2018 – Occupational Health & Safety Management Systems.

• WHO (World Health Organization) – Healthy Workplaces Framework.

• NEPRA Power Safety Code 2025 – Section on worker welfare and HSE culture.

• ILO Convention C155 – Occupational Safety and Health.

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9. Monitoring and KPIs

Indicator	Measurement
Absenteeism / sick leave	% increase or decrease
Employee turnover	Annual rate
Stress-related incidents	Number reported
EAP utilization rate	% of employees using
Employee satisfaction index	From surveys
Training completion	% of workforce trained in psychosocial risk awareness

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10. Example Program

"Psychological Health & Wellbeing"

• Monthly awareness talks.

• Mental health first-aid training for supervisors.

• Confidential counseling hotline.

• Recognition program for stress-free teams.

• Quarterly HSE mental health dashboard.