What is Psychosocial Work Load (PSA)?
Psychosocial work strain (PSA) refers to the strain that arises as a result of the interaction between employees and their work environment. It includes aspects such as workload, aggression, bullying, discrimination, and sexual harassment. PSA can have a serious impact on the mental and physical health of employees, resulting in stress, burnout and other health problems.
The Impact of PSA
The impact of PSA on employees and organisations is significant. According to recent studies, approximately 17% of employees experience bullying in the workplace, while 1 in 6 employees suffer from burnout complaints due to work pressure. These figures emphasize the urgency of implementing a policy for a socially safe working environment.
Is PSA policy mandatory?
As an employer you are obliged to implement a PSA policy on psychosocial work strain. A policy aimed at preventing and limiting PSA is therefore essential for organisations that promote the health and well-being of their employees. A PSA policy for a socially safe working environment is a crucial factor for the well-being and satisfaction of employees. When employees feel respected, supported and valued, they thrive and perform at their best. A policy for a socially safe working environment is therefore not a luxury, but a necessity for modern organisations that value the well-being of their employees and want to promote a positive work culture.
PSA workload policy
As mentioned earlier, PSA policy and workload are closely linked. Work pressure can be an important cause of psychosocial workload (PSA) within an organisation. When employees are regularly exposed to high work pressure, this can lead to stress, overload and ultimately even burnout complaints. It is therefore essential that a good PSA policy not only pays attention to undesirable behaviour such as bullying and discrimination, but also to effectively tackling work pressure. Establishing clear guidelines and offering support to employees to deal with work pressure can contribute to creating a socially safe working environment and promoting staff well-being.
Drawing up a PSA policy
Drawing up a PSA policy starts with a thorough review Risk Inventory & Evaluation (RI&E). Possible risks in the field of PSA are identified and analysed. Work pressure, undesirable behaviour and other potential risks are identified to gain a good insight into the situation on the work floor.
Then one can code of conduct be drawn up that clearly indicates what behaviour is and is not tolerated. The code of conduct acts as a guideline for employees and creates clear expectations about how colleagues should interact with each other.
A crucial element of an effective PSA policy is appointing a confidential counsellor. The confidential counselor acts as an independent point of contact for employees who encounter PSA-related issues. They provide a safe and confidential environment where employees can express their concerns and receive support in addressing issues.
In addition, one complaints procedure very important. A clear procedure for submitting and handling complaints about undesirable behaviour gives employees the confidence that their report will be taken seriously and handled appropriately.
It is also important to investigate workload and address it where necessary. This can be done, for example, by redistributing tasks, offering support to employees or using coaching programs.
Prevention of Psychosocial Workload
A proactive approach is essential in preventing Psychosocial Workload. Policymakers and managers play a crucial role in this. Encouraging an open culture of communication where employees can express their concerns without fear of retaliation is key.
In addition, employees should be encouraged to report unwanted behaviour and informed of the available support, such as the confidential counselor.
The confidential counselor in the PSA policy
A confidential counselor can contribute a lot to an organisation and the PSA policy, but to function optimally, this requires a close connection with other measures that promote security and integrity. The employer must ensure good preconditions. The role of the confidential counselor does not stand alone; it must be integrated into the organisation's broader occupational health and safety and integrity policy. This includes the code of conduct, reporting regulations, research protocol and the Risk Inventory and Evaluation (RI&E), all of which must clearly refer to the role and responsibilities of the confidential counselor. A well-thought-out connection between these measures ensures that the confidential counselor can function effectively and play an essential role in guaranteeing a safe and honest working environment.
Bystanders and victims
Bystanders can also play an important role in addressing PSA. By intervening in undesirable behaviour and offering support to victims, they can contribute to a socially safe working environment.
It is crucial for victims to know where they can go for support and advice. A counselor provides a confidential environment where victims can share their story and receive help in dealing with the situation.
Keeping PSA policy up to date
Keeping PSA policies up to date is crucial to maintaining a sustainable and positive work environment. Unfortunately, in practice it often happens that a lot of time and effort has been invested in developing a PSA policy, but it ends up with a few documents lost somewhere at the bottom of a drawer. Through regular reassessment and adjustments, open and effective communication, education and training, effective leadership and the recognition of positive behaviour, organisations can ensure that policy guidelines remain top of mind among employees. Read more about: Keeping policy up to date.
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A policy for a socially safe working environment is mandatory by law and a valuable investment for every organisation. It prevents psychosocial work strain, reduces absenteeism and increases employee productivity and satisfaction. By paying attention to prevention, appointing a confidential counselor and drawing up clear rules of conduct, an organisation can create a respectful and healthy workplace in which employees feel valued and safe.
