Global Reach and Application
Psychological
Safety at Work
GLOBAL Laws, Legislation and Responsibilities
Work Related Psychological Health and Safety.
Workplace Health and Safety in all countries requires a systematic approach to meeting your duties.
Welcome to the forefront of workplace transformation!
In an era where the well-being of employees is paramount, the concept of Psychological Safety at Work has taken center stage, becoming not just a best practice but a legal mandate across global jurisdictions. Recent sweeping legislative changes underscore the importance of creating work environments where every individual feels valued, heard, and safe to express their ideas and concerns without fear of reprisal or negative consequences.
Our mission is to guide your organization through these pivotal changes. We offer comprehensive training programs designed to align your team with the latest Psychological Safety standards and legal requirements. Our expert-led sessions provide actionable insights and strategies to foster an inclusive, supportive, and psychologically safe workplace.
Moreover, our specialized audits are meticulously crafted to ensure your organization not only meets but exceeds the new legal benchmarks for Psychological Safety. By identifying areas for improvement and implementing best practices, we help you cultivate a culture of open communication, mutual respect, and continuous growth.
Embrace this legal and ethical imperative with us. Let’s work together to make Psychological Safety a cornerstone of your organizational culture, ensuring compliance, enhancing employee well-being, and driving success in the modern workplace.
Work with Us
We provide a systematic practical approach to managing work-related psychological health and safety.
Global standards for Psychological Safety at Work are still emerging, as this concept gains recognition and traction across different countries and industries. These standards broadly encompass practices and policies aimed at ensuring employees feel safe to express their thoughts, ideas, and concerns without fear of punishment or humiliation. While there isn’t a single, universally adopted set of regulations specifically labeled under “Psychological Safety,” various international guidelines and frameworks touch upon aspects of it, including:
International Labour Organization (ILO) Standards: The ILO sets international labor standards that include aspects related to a safe and healthy working environment, which can be interpreted to include psychological safety. These standards encourage member states to foster a culture of risk prevention that includes psychological hazards.
ISO Standards: The International Organization for Standardization (ISO) has developed standards like ISO 45001 on Occupational Health and Safety Management Systems, which include elements that can contribute to psychological safety by requiring organizations to proactively manage risks that could cause both physical and psychological harm.
National Legislation and Guidelines: Various countries have introduced specific regulations and guidelines that address workplace mental health and well-being. For example, in Canada, the National Standard of Canada for Psychological Health and Safety in the Workplace provides a voluntary set of guidelines, tools, and resources designed to promote employees’ psychological health and prevent psychological harm due to workplace factors.
Requirements for Employers and Companies
While specific requirements can vary by jurisdiction, they generally include:
- Risk Assessment: Identifying and assessing psychological hazards in the workplace, such as stress, harassment, and bullying.
- Preventive Measures: Implementing strategies to minimize identified risks, which could involve changes to work processes, training programs, and support services.
- Training and Awareness: Educating employees and management about psychological safety, mental health awareness, and the importance of a supportive work environment.
- Support Systems: Providing access to mental health resources and support for employees who may be experiencing psychological distress.
- Policies and Procedures: Developing clear policies that address issues like harassment, discrimination, and grievance handling in a manner that supports psychological safety.
- Continuous Monitoring and Improvement: Regularly reviewing and updating policies, practices, and the work environment to improve psychological safety.
As awareness of the importance of psychological safety grows, it’s likely that more standardized and universally accepted guidelines will emerge, further defining the responsibilities of employers and the rights of employees in this important area.
Obligations under psychological safety at work laws and legislation
- Providing a safe working environment: Employers are required to provide a safe working environment that is free from physical and psychological harm. This means that they must identify and manage any risks that could cause harm to employees and take steps to mitigate those risks.
- Preventing discrimination and harassment: Employers are obligated to prevent discrimination and harassment in the workplace and to ensure that employees are treated fairly and with respect. This includes preventing harassment and bullying based on race, religion, sexuality, or other protected characteristics.
- Protecting privacy: Employers must comply with the Privacy Act 1988 and protect the privacy of their employees. This includes ensuring that personal information is collected, stored, and used in accordance with the law.
- Consultation with employees: Employers are required to consult with their employees on health and safety matters and to involve them in the development of policies and procedures related to psychological safety in the workplace.
- Providing support for recovery: In the event that an employee is affected by harm in the workplace, employers must provide them with appropriate support to help them recover. This can include access to counseling and other mental health services, as well as adjustments to their work arrangements.
By meeting these obligations, employers can promote a safe and healthy working environment that protects the well-being of their employees and helps to prevent harm.