There was a time when all issues related to head health in the workplace was simply referred to as stress. How times have changed. 

If you are a leader that still treats workplace stress in a linear matter, then you are now duty bound to think and act differently. It is not a soft tissue injury. Legally things have changed and leaders must also change. 

Since the changes to psychosocial hazard regulations elements like workload, clarity of roles, and workplace support are all part of the requirements for compliance to the legislation. 

Therefore, if there is a team member burning out or showing signs of not coping and there is not a system in place to identify and help manage those risk factors it is potentially a liability to your business. 

Some company leaders are still struggling with getting a system in place. 

There needs to be an intentional set of actions to show that risks in your workplace can be identified, assessed and managed in a systematic manner.  

In our work we have found that having some simple approaches to this whole area of identifying risks at work and particularly psychosocial risks can offer that glimmer of clarity as to what to do. 

If these risks have not been looked at in your business, then it is worth addressing them immediately before you are forced to react. 

The 2025 National Return to Work Survey highlights why action may be needed in your business. The survey found a decline in the rate of injured workers returning to work – 88.9% in 2025 compared to 91.6% in 2021. The notable difference in outcomes was for employees with physical and psychological injuries. 

Physical Injuries return was 90.2% while those with psychological injuries return rate was 76.5%. 

Most workers (64.7%) returned to the same duties but only 53.4% resumed their previous hours. This is down from the 58.1% in 2021. 

The survey also reported that those workers who received support and help from employers before the claim was lodged displayed a greater likelihood of returning to work. 

The challenge for businesses is that psychological risks can display distinct patterns linked to elements like age, gender and roles. This can manifest in a range of  behaviours therefor all aspects of risks need to be considered.  

It is no longer a compliance matter – it is a business issue. 

If you would like a hand getting an approach in place, then contact us.