What are psychosocial hazards?

Psychosocial hazards in the workplace refers to situations or aspects of a role that might trigger a stress response in a worker. 

While a stress response alone may not constitute an injury, persistent, prolonged, or severe stress has the potential to result in psychological harm such as anxiety, depression, or post-traumatic stress disorder, as well as sleeping disorder.

Examples of Psychosocial Hazards:

• High job demand: Excessive workload, tight deadlines, and unrealistic job expectations can lead to stress, burnout, and fatigue among employees.
•  Bullying and Violence: Verbal abuse, harassment, intimidation, or physical violence in the workplace can create a hostile and unsafe environment. Harassment or physical violence not only threatens personal safety but also contributes to long-term psychological harm.
• Poor co-worker support: Inadequate information, advice and help to complete tasks, and support for work-related matters from co-workers. Lack of adequate information, advice, and assistance from colleagues can lead to feelings of isolation, stress, and reduced job satisfaction among employees.
• Poor support from supervisors and managers: Inadequate information, advice and help with work tasks or to resolve issues, or access to necessary equipment and resources. Inadequate guidance, feedback, and resources from leadership can result in confusion, frustration, and decreased trust in management, affecting overall employee morale and performance.
• Conflict or poor workplace relationships: Frequent disagreements about how work should be done. Frequent interpersonal workplace conflict and harmful workplace behaviours. Disagreements, miscommunication, and harmful behaviours can create a hostile work environment, leading to stress, reduced productivity, and a negative workplace culture.

Conflict can be stressful, especially where the consequences of miscommunication can lead to additional time pressure or serious errors. Conflict can escalate if it is not dealt with promptly and fairly and if steps are not taken to address poor, unacceptable or harmful behaviours.

Learn more about how to manage these hazards effectively by referring to the Code of Practice: Managing psychosocial hazards at work