How to meet employers' mental wellbeing obligations – Gallagher

How to meet employers’ mental wellbeing obligations – Gallagher | Insurance Business Australia

Insurance News

How to meet employers’ mental wellbeing obligations – Gallagher

Company calls for more proactive business model

Insurance News

By
Roxanne Libatique

Gallagher has provided insights into meeting mental wellbeing obligations for employers, a crucial focus for regulatory bodies like Safe Work Australia and the Fair Work Commission.

Businesses are currently mandated to take reasonable steps to ensure employees’ health and safety, addressing mental health risks and preventing harm.

Though acknowledging the importance of discussing these issues, employees often hesitate, fearing its impact on credibility. This underscores the necessity for businesses to integrate mental health initiatives into their culture.

Aligning with a growing expectation for businesses to prioritise psychosocial risks, the Safe Work Code of Practice suggests a management framework mirroring an operational risks approach. Businesses need to identify and address risks, developing a prevention plan that includes issues like aggression, bullying, exposure to traumatic experiences, and high job demands.

The plan mandates documentation, risk control measures, confirmation of consultation, and retrievability for up to five years from inception. Implementation also calls for an in-house psychosocial counsellor overseeing functions consistently, rather than responding only during crises, as seen in Australia Post’s executive health and well-being management position.

Effective business model

While recognising the role of employee assistance programs, Gallagher advocates for a more proactive business model, incorporating early intervention and risk recognition.

Citing research, Gallagher underscores the positive outcomes of businesses adopting proactive mental health approaches, including increased productivity, better absence management, minimised performance issues, improved staff retention, and a more active approach to problem-solving.

In sectors with intense demands like nursing and teaching, Gallagher recommends initiatives such as training, support for those exposed to risks, and team and cultural support to enhance resilience.