When we think about health and safety at work, most of us think about physical risks
– heavy lifting, slips, or workstation setup.
Mental and social aspects of work can be just as harmful if not managed well.
These are known as psychosocial risks – and they are now recognised as part of an employer’s legal responsibility
under the Health and Safety at Work Act.
What are Psychosocial Risks?
Psychosocial risks are factors in the way work is designed, organised or managed that can negatively affect how people feel – mentally, emotionally, or physically. Common examples include:
✗ High workload or tight deadlines
✗ Unclear job expectations
✗ Lack of support or poor communication
✗ Bullying, conflict, or harassment
✗ Traumatic work, emotionally difficult situations
✗ Low control over how work is done
These risks don’t just affect wellbeing – they impact engagement, performance, relationships, and long-term health.
Why Employers Need To Take Action
WorkSafe’s guidance makes it clear: managing psychosocial risks is a legal duty, just like managing physical hazards. But beyond compliance, doing this well leads to:
✔ Happier, more engaged employees
✔ Fewer absences due to stress or burnout
✔ Better team relationships and culture
✔ Higher productivity and retention
What Good Management Looks Like
WorkSafe recommends a simple, proactive approach:
1. Identify the Risks
Talk to your employees. What pressures, challenges, or behaviours are affecting their wellbeing at work?
2. Assess the Impact
How likely is the risk to cause harm? Could it affect individuals or the entire team?
3. Take Action
Where possible, eliminate it. If you can’t, reduce it. For example:
✔ Adjust workloads
✔ Make roles and expectations clearer
✔ Improve communication or support structures
✔ Train leaders to recognise signs of stress and respond early
4. Review Regularly
Check in – are your actions working? Has anything changed (new team, new systems, restructuring)?
It’s About People – Not just Policy
Creating a mentally healthy workplace isn’t about writing more procedures – it’s about building a culture where people feel safe, supported, and able to speak up.
Small changes can make a big difference.
If you’d like support with training,
workplace assessments,
leadership conversations or
building healthier work culture
AIM can help.
Click here to find out more about Managing Psychosocial Risks at Work guidance from Worksafe NZ
