As an employer, your response to a worker’s mental injury plays a crucial role in their recovery. Research indicates employees recovering from work-related psychological injuries often face more significant challenges than those with physical injuries. They are at a higher risk of delayed recovery and return to work due to heightened psychological distress, including anxiety, depression, and other coexisting conditions. 

The Office of Industrial Relations developed the following five key steps for employers to follow when responding to mental injury at work.

Step 1: Recognise the signs

• Understand mental health. Know the signs of poor mental health at work. 
• Spot the signs. Notice changes in performance, attendance, mood or social interactions.

Step 2: Take early action

• Initiate contact and support. Reach out early as offering support helps your worker feel less isolated. 
• Have a conversation – Don’t stay silent. Ask if they’re okay and listen without judgement. Try simple phrases like  
  • “I’m sorry you’re going through this.”
  • “How can I help?”
  • “Thanks for trusting me with this.”

Step 3: Get support

• Partner with your insurer. Identify and understand what is required by your insurer to process the worker’s claim. 
• Access services. Don’t go it alone. Tap into free, independent services and assistance through the Workers’ Compensation Helpline for Employers. 

Step 4: Plan their return

• Work together. Plan your worker’s return together, finding solutions that work for all.
• When a worker considers their employer’s response to their injury to be fair and constructive, their return to work rate is between 43 to 52 per cent higher.
• Commit to action. Identify and control psychosocial hazards to ensure a co-ordinated and safe return. Talk with your worker and your insurer to start this process.

Step 5: Boost workplace wellbeing

• Good work boosts mental health. Every $1 invested in mentally healthy workplaces returns up to $2.30 in reduced absenteeism and compensation.
• Promote and model self-care and balance. Workplaces where leaders model positive behaviours help others to look after themselves.
• Safeguard your workplace. Assess work for psychosocial hazards. Update workplace systems to improve mental health support and commit to employee wellbeing.

The ongoing workplace benefits of actively supporting employees through mental injury

Providing support to employees with psychological injuries not only fosters better recovery outcomes but also helps the employee feel less isolated. Guiding an employee through this process can also help an employer develop a deeper understanding of how mental health challenges arise at work, and proactive activities they can undertake to reduce psychosocial risks for other employees. 

Workers’ compensation helpline for employers  

Business Chamber Queensland operates the Workers’ Compensation Helpline for Employers through funding from the Office of Industrial Relations. If you have questions surrounding mental injury at work and your responsibilities, or any other workplace injuries you can reach the service via phone or email.

Phone: 1300 365 855 

Email: [email protected] 

Website: wcias-for-employers.com.au