How to manage psychosocial hazards at work
Insights.
Employers have a responsibility to protect their employees' physical safety and psychological wellbeing. However, there are a number of potential psychosocial hazards in the workplace that can impact employees.
From excessive job demands to a lack of control over one’s workday, or feeling isolated by remote work, these hazards can negatively impact employees’ mental health, job satisfaction, and productivity. If ignored, they can lead to increased stress, burnout, absenteeism, and serious mental health issues, with consequences for both the individual and the wider company.
According to Mental Health UK, 1 in 6 people experience mental health problems in the workplace. But, with strategies in place to manage psychosocial hazards, mitigate psychosocial risks, and deliver better mental health support in the workplace, UK businesses could save up to £8 billion annually.
As companies look to retain top talent and make employee wellbeing a priority, the need to identify and manage psychosocial hazards has never been more important. Keep reading to discover what you need to know about how to prevent psychosocial hazards and mitigate their risks in the workplace.
What are psychosocial hazards?
Psychosocial hazards are elements of the work environment that can negatively impact an employee’s psychological health and social wellbeing. Unlike physical hazards, psychosocial hazards may not be immediately visible, but their impact on employees’ mental health and job satisfaction is significant.
While hazards can independently pose a risk to wellbeing, the risk becomes greater when combined with other factors. In order to promote a supportive and healthy workplace, it’s crucial to identify and understand the compounding effects of psychosocial hazards and their associated risks.
What are the common causes of psychosocial risks in the workplace?
Understanding the common causes of psychosocial hazards is the first step in effectively managing and mitigating the associated risks, enabling employers to foster a healthier and more productive work environment.
According to CIPD, the most common types of psychosocial hazards in UK workplaces include:
- Bullying
- Conflicting demands and a lack of role clarity
- Lack of control over workload or work schedules
- Lack of support from managers and leaders
- Poor communication or a lack of communication
- Shift work
- Job insecurity
- Isolation caused by remote working
- Highly demanding clients
- Poorly managed organisational change
Let’s dive into three of the most common causes of psychosocial hazards in the workplace.
Cause 1. Poor leadership
New research from the Chartered Management Institute (CMI) of over 2,000 UK workers found that one-third have quit a job due to bad management and poor leadership. Additionally, the same research found that the psychosocial hazard of poor managerial support is also causing remaining staff to be less motivated to deliver their best work.
Cause 2. Workplace aggression from customers, colleagues, and leaders
According to the British Retail Consortium 2024 Crime Survey, there has been a 50% YoY increase in violence and abuse against shop workers (from 2021/22 to 2022/23).
But, customer hostility isn’t just a retail problem. In our own research of 1,500 UK employees across a range of industries, we found that:
- 28% of employees have been threatened or assaulted in public, with many saying they lacked personal safety support.
- 59% of employees said they did not have access to personal safety, tools and benefits.
Cause 3. Lack of workplace support
The risk to employee health and wellbeing is greater when psychosocial hazards go unmanaged. However, this is a reality for many employees, as they report not having access to tools, resources, or support when needed.
In fact, Mental Health UK’s Burnout Report found that 43% of UK employees agree that feeling isolated at work may have contributed to stress, pressure, and being overwhelmed at work.
Along with feelings of isolation, employees who don’t know what support is available to them (or how to access it) are most at risk of being negatively impacted by psychosocial hazards.
What are the impacts of psychosocial hazards on employees?
The impact of psychosocial hazards on employees can be significant and far-reaching, particularly for those with limited or no access to resources, tools, and leadership support.
At an individual level, exposure to psychosocial hazards can lead to feelings of anxiety and depression, burnout, decreased job satisfaction, and lack of motivation.
At an organisational level, research has shown that psychosocial hazards can contribute to feelings of chronic stress in the workplace, leading to higher absenteeism and turnover rates, as well as reduced productivity and performance.
From excessive work demands to remote working conditions with poor support and inadequate recognition, the consequences of psychosocial hazards on employees include:
- Mental health issues: Unrealistic expectations, tight deadlines, and increased workload can lead to chronic stress in the workplace. Similarly, psychosocial hazards like a hostile work environment, lack of support, or job insecurity can contribute to stress, anxiety, and depression.
- Burnout: A common consequence of psychosocial hazards, including high levels of stress, going unaddressed in the workplace is burnout. An issue that’s increasing globally.
- Poor physical health: Employees impacted by psychosocial hazards are more likely to experience poor physical health relating to sleep disturbances, low levels of physical activity and unmanageable levels of stress and fatigue.
- Substance abuse: Employees who are struggling may turn to alcohol, drugs, or other substances as a means of coping with stressors within the workplace.
- Increased absenteeism: When psychosocial hazards go unmanaged, they can lead to employees taking an extended period of absence to recover, resulting in absenteeism. This also places greater pressure on remaining employees, increasing their workloads and broadening the risk of employee burnout across the wider workplace.
- Low productivity: Employees are more likely to struggle with deadlines and creative thinking when navigating psychosocial hazards. Plus, they may also show a lack of enthusiasm and motivation for their role when struggling to overcome psychosocial stressors.
4 practical strategies for managing psychosocial hazards in the workplace
At both an individual and organisational level, psychosocial hazards can have significant negative consequences. Sonder’s guide to managing psychosocial risks takes a deep-dive into how you can navigate work health and safety legislation to meet compliance. In a nutshell, there are practical steps employers can take to mitigate psychosocial risks.
Strategy 1. Offer after-hours support
Support is critical to managing psychosocial hazards in the workplace and ensuring employee wellbeing isn’t negatively affected. However, for many employees, such support isn’t made available—be it from their manager or in the form of wellbeing programs and resources.
To address this, organisations should consider offering wellbeing support that extends beyond work hours to ensure more people can get the support they need when they need it.
For example, at Sonder, we offer employees 24/7 access to our comprehensive app, which gives staff a range of resources and personalised support at their fingertips. From personal wellbeing assessments and self-serve preventative care tools to medical advice and safety support, employees can access this whenever they need it, at any time of the day.
Strategy 2. Embrace empathetic leadership
Empathetic leadership is a powerful strategy for managing psychosocial risks in the workplace. By fostering an environment of understanding and support, empathetic leaders can enhance employee wellbeing and ensure staff feel supported to voice concerns without fear of repercussions.
Employers can start by actively listening to employees’ concerns, validating their feelings, and providing appropriate, timely support. Regular check-ins and open communication channels help create a sense of trust and safety, allowing employees to express their challenges without fear of judgement. Additionally, empathetic leaders can promote work-life balance by encouraging flexible work arrangements and respecting boundaries.
Strategy 3. Upskill your leaders
Leaders need the skills and confidence to manage psychosocial hazards and mitigate associated risks effectively, which makes upskilling imperative. By providing leaders with professional development opportunities to upskill in areas like emotional intelligence, conflict resolution, and stress management, managers can gain the skills needed to identify,address, and prevent psychosocial hazards.
Through leadership development programs, managers can adopt a proactive approach to fostering open and supportive dialogues with employees, enhancing their ability to create a psychologically safe environment. Educating leaders on recognising the early signs of stress and burnout ensures timely interventions, addressing issues before they escalate.
Ultimately, upskilled leaders are best positioned to promote healthy work practices. From encouraging regular breaks to creating an inclusive work environment, employers who invest in the development of their leaders can create a more resilient and supportive workplace.
Strategy 4. Act swiftly on bullying and harassment complaints
When it comes to bullying and harassment in the workplace, employers should have a zero-tolerance policy. This involves setting clear expectations for appropriate behaviour at the time of recruitment, throughout induction, and in ongoing training and communications.
When bullying and harassment do occur, it’s important that organisations act swiftly and investigate complaints in a timely and appropriate manner to mitigate the risk of any further undue harm and ensure that the employee reporting such behaviour is supported.
How to promote a supportive work environment
Promoting a supportive work environment is crucial to managing psychosocial hazards, mitigating psychosocial risks, and improving employee wellbeing. From cultivating a culture of respect and inclusion to implementing regular team-building activities and upskilling leaders to recognise the early signs of burnout, employers need to make health and wellbeing a priority.
By addressing psychosocial hazards with urgency, employers can mitigate risks and create a more engaged and productive workforce. Ultimately, investing in the mental and emotional wellbeing of employees is an investment in the larger company, ensuring staff are motivated and able to bring their best selves to work.
With Sonder, personalised support is provided 24/7 so employees can access medical advice whenever needed. With a comprehensive app that offers a holistic suite of tools, employers can manage psychosocial hazards in the workplace and empower employees to make their health, wellbeing, and safety a priority.
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About Sonder
Sonder is a technology company that helps organisations improve the wellbeing of their people so they perform at their best. Our mobile app provides immediate, 24/7 support from a team of safety, medical, and mental health professionals - plus onsite help for time-sensitive scenarios. Sonder clinicians hold certifications across the United Kingdom, Australia and New Zealand. This puts us alongside leading hospitals and healthcare institutions around the world.
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