Mental health isn’t just a personal issue, it’s a workplace safety issue. Under the Work Health and Safety Act 2020 (WA), persons conducting a business or undertaking (PCBU) must take steps to manage psychosocial hazards like stress, bullying, burnout, and poor support.
With mental health concerns on the rise, small businesses can’t afford to ignore the human or legal risks. Creating a mentally healthy workplace doesn’t have to be expensive or complicated. It starts with consultation and small, consistent actions.
Your Legal Duty: Psychosocial Hazard Management
As of 2023, the WHS Regulations require all employers, including small businesses to:
- Identify and assess psychosocial risks (e.g. the design and management of work, the work environment, and workplace behaviours).
- Implement control measures to eliminate or minimise those risks.
- Consult with workers about WHS matters that affect them.
Failure to act could breach your WHS duties, even if the hazard isn’t physical.
Step 1: Talk with Your Team (Consultation)
You don’t need a formal survey to meet your consultation obligations. In small businesses, it’s often as simple as:
- Asking your staff how they’re going, individually or in a group setting.
- Creating a culture where concerns can be raised early.
- Taking suggestions seriously and acting on them where practicable.
Keep a record of when consultation happens, especially if any changes are made.
Step 2: Identify the Risks
Common psychosocial hazards in small businesses include:
- High workload with not enough staff.
- Long hours and skipped breaks.
- Lack of control over tasks.
- Poor communication or unclear roles.
- Conflict, bullying or difficult interactions.
- Lack of support from managers or colleagues.
Ask:
- What’s causing stress in your team?
- Have any patterns come up in sick leave, turnover or performance?
- Are your managers trained it handle sensitive issues?
Step 3: Control the Risks
Effective mental health support doesn’t have to be expensive. Thoughtful, day-to-day practices often have the biggest impact.
- Set clear expectations: role clarity reduces confusion and frustration.
- Regular check-ins: one-on-one chats can catch issues early.
- Encourage breaks and reasonable hours: lead by example.
- Train managers in communication and early intervention.
- Address conflict promptly: unresolved issues rarely fix themselves.
- Offer flexibility where possible, small adjustments can make a big difference.
- Connect employees to support like an Employee Assistance Program (EAP).
Step 4: Promote a Positive Culture
Promote a positive culture by creating a space where people feel:
- Safe to speak up.
- Valued for their work.
- Respected by their peers and managers.
Simple ideas:
- Celebrate wins (big or small).
- Make time for regular check ins with all staff.
- Share resources or invite a guest speaker to a team meeting.
A mentally healthy workplace is built through consistent effort, not one-off fixes. As a small business, your size is your strength. You can build trust, respond quickly, and show your team they matter. And in return? Better retention, stronger performance, and a safer, more sustainable workplace.
If you’d like to learn how ProcessWorx can assist with Human Resources or Work Health & Safety, please contact us on 08 9316 9896 or enquiries@processworx.com.au. Also watch an Introduction to ProcessWorx.
Follow ProcessWorx on LinkedIn, Facebook, Instagram, YouTube, and X to keep up with the latest HR and Safety news.
