Employers’ Legal Mental Health Responsibilities

 

Mental health in the workplace can be a pretty tricky topic to handle, but it’s important to recognise that both employers and employees have formal rights and responsibilities under discrimination, privacy and work health and safety legislation.

 

Discrimination

The national Disability Discrimination Act (1992) and similar state and territory laws make it unlawful to discriminate against, harass or victimise people with disabilities, which includes mental health conditions. Discrimination could occur at various points in a workplace setting including during the recruitment process, when determining conditions of employment such as pay rates or work hours, in selecting or rejecting employees for promotion and through dismissal or demotion. Under the Act, employers are required to make reasonable adjustments to support people with a disability (including a mental health condition). If an employer fails to do this, it may constitute discrimination.

 

Making Reasonable Adjustments

Reasonable adjustments must be made to the workplace or the employee’s role in order to help them stay at work or return to work after an absence. They can be temporary or permanent and are required as long as the employee can otherwise fulfil the core requirements of the job.

 

Maintaining healthy and safe workplaces

Workplaces are required to be, as far as is reasonably practicable, physically and mentally safe and healthy for all employees by the Occupational Safety & Health (OSH) legislation. Steps must be taken to ensure that the work environment does not harm mental health or worsen an existing condition. However, this legislation acknowledges that employees also have a responsibility for their own health and safety.

 

Privacy

Under the national Privacy Act (1988) and similar legislation in some states and territories, employers must observe confidentiality and respect the privacy of each employee. This means an employee’s mental health condition cannot be shared with anyone without their permission. That is, unless there is a direct risk to their health and safety or that of others.

 

Employee legal requirements

There is no legal obligation for an employee to inform their employer about a mental health condition if it does not affect how they do their job. This applies to both a current employee or a potential employee going through the recruitment process. Employees have a responsibility under OSH laws to take care of themselves and others and cooperate with their employer in matters of health and safety.

If an employee’s disability (including a mental health condition) could reasonably be seen to create a health and safety risk for other people at work, then not telling someone about that risk could be a breach of the employee’s obligations under the OSH legislation.

 

 

For advice regarding mental health in the workplace including a Managing Mental Health in the Workplace Procedure, please contact us on (08) 9316 9896 or enquiries@processworx.com.au.

 

Share:

More Posts

Underpayments

Top 10 Causes of Underpayments

The Fair Work Ombudsman has made it clear they are cracking down on underpayments! In 2020-21 the Fair Work Ombudsman recovered more than $148 million

HR Changes 2021 and 2022

HR Changes 2021 & 2022

With the start of a new year, we have provided an overview of the changes in relevant laws in 2021 that you should be across

Send Us A Message

Contact Us

Start your HR or Safety assessment for your business

Treat yourself

Let Us Take Care Of You

Copyright © ProcessWorx 2022

marisa ross team photo

Marisa Ross

HR Advisor

Marisa is an experienced and motivated HR professional with a strong HR generalist and business operations background with a focus on employee relations, performance management, leadership training & development, workers compensation & injury management, and employee retention. Marisa holds a Bachelor of Human Resource Management and a Bachelor of Behavioural Science with a minor in Counselling. Having worked in a variety of industries from SMEs to large blue-chip organisations, Marisa is passionate about enriching employee experience, employee retention, and building leadership capability in people management.

Aimee Grigson

Aimee Grigson

WHS Advisor

Aimee has a strong understanding of Workplace Health and Safety Legislation and standards and has extensive HSEQ experience in a number of industries. Aimee has a great ability to engage across all levels of organisation, including field teams, leadership and external stakeholders. Aimee ensures Health and Safety Management Systems are compliant to legislation, effectively implemented and understood by all. Aimee has a Certificate IV in Work Health and Safety and qualifications in auditing and incident investigations. Aimee is passionate about coaching and developing small businesses towards a positive safety culture.