The ABCs of Preventing Psychosocial Hazards | PsychSafe
Prevention

The ABCs of Preventing Psychosocial Hazards from Having a Negative Impact

by
Bill Howatt, PhD
September 12, 2025
5 min read
Illustration of diverse women experiencing stress and emotional strain
One of the primary goals for creating a psychologically healthy and safe culture must be to mitigate psychosocial factors from becoming psychosocial hazards. When a psychosocial factor like work demand or leadership approach - which can be a positive - becomes a negative, this increases its risk of becoming an employee psychosocial hazard such as stress, fatigue, or burnout.

However, some workplace behaviours, such as bullying, violence, aggression, and harassment, will never be positive. PsychSafe® aims to guide an understanding of what psychosocial factors are becoming drains, as well as early identification of psychosocial hazards that predict the risk of psychological injuries.

Two key points to keep in mind when assessing risk are the likelihood and severity of a psychosocial hazard. PsychSafe® helps identify psychosocial factors and hazards and non-negotiable OHS risks such as bullying, harassment, and workplace violence.

Engaging employees in identifying and addressing psychosocial hazards is crucial. This includes involving them in decision-making, providing training on psychological health and safety, encouraging them to speak up about potential hazards, and communicating the value of participating in workplace assessments and pulse checks. A culture of shared accountability and continuous feedback leads to a more psychologically safe and inclusive workplace.

A
Awareness and assessment
Raise awareness and conduct quantitative workplace assessments that measure psychosocial factors and hazards - stress, fatigue, bullying, violence, aggression, harassment, and burnout. More legislation is sparking employers’ accountability regarding OHS duty of care and due diligence to protect workers. Regular assessments and pulse checks help monitor risks and promote psychologically safe, inclusive cultures.
B
Building a supportive environment
A supportive, caring work environment is essential for attraction, retention, knowledge transfer, and productivity. Foster open communication, mutual respect, and inclusivity. Implement Employee Resource Groups, provide psychological and social support, recognize individual contributions, train leaders to be psychologically safe leaders, and ensure peer-to-peer interactions are respectful and civil.
C
Control measures and continuous improvement
Based on data from workplace and risk assessments, build a framework to deal with psychosocial hazards. The CHARGE™ Approach - Communicate, Hazard Identification, Accountability, Respect, Guidelines, and Empowerment - frames the steps from communicating why the employer cares to setting expectations and accountability. A guiding North Star is continuous improvement through regular audits and updates.

Resiliency is a team sport and requires the employer and employees working together to address psychosocial hazards head-on. When writing controls, employers can use elimination, new administrative policies, or offer training. However, creating resiliency requires habit development and following through with constant measurement and relearning.

By following these ABCs, organizations can create a safer, more supportive work environment that prevents psychological hazards and promotes overall well-being and productivity.
Employee personal psychosocial hazards risk quick screen

Based on evidence from various studies and organizations like ISO, there are many types of psychosocial hazards. This quick screen measures 10 and helps you self-evaluate your risk in your workplace. You may be experiencing psychosocial hazards not on this list; PsychSafe® has a more in-depth assessment to guide employers on supporting employees.

The goal is to raise self-awareness about potential psychosocial hazards that may be negatively impacting your well-being at work. Identifying these hazards can help you better understand if your feelings of overwhelm or depression are in part due to your workplace experience.

Rate your agreement with each statement, 1 (Strongly Disagree) to 7 (Strongly Agree):
  1. I often feel overwhelmed by my workload and deadlines.
  2. I find it difficult to communicate effectively with my colleagues and supervisors.
  3. I feel unsupported by my management and colleagues.
  4. I have experienced bullying, harassment, or discrimination at work.
  5. I am worried about the stability of my job.
  6. Organizational changes are not well-managed, causing me stress.
  7. My job roles and responsibilities are unclear to me.
  8. I feel that there are limited opportunities for my career development.
  9. I struggle to maintain a healthy work-life balance.
  10. The overall work environment feels toxic and negatively impacts my mental health.
1 – Strongly Disagree, 2 – Disagree, 3 – Somewhat Disagree, 4 – Neither Agree nor Disagree, 5 – Somewhat Agree, 6 – Agree, 7 – Strongly Agree
Your psychosocial hazards self-assessment report

This self-assessment aims to increase your awareness of potential exposure to psychosocial hazards in your work environment. By understanding these risks, you can take proactive steps to address them and protect yourself from psychological injury - such as asking for help if you are unsure what to do.

Red Zone - High Risk
51–70 points
You are experiencing significant psychosocial risks. It is critical to seek support from HR, a mental health professional, or an Employee Assistance Program (EAP). Consider discussing your concerns with a loved one or your manager and exploring ways to reduce stress and improve your work environment.
Yellow Zone - Moderate Risk
31–50 points
You are experiencing moderate psychosocial risks. Address these issues before they escalate. Consider seeking support from a mentor, HR, or a mental health professional. Focus on improving communication, setting realistic goals, and finding ways to balance work and personal life.
Green Zone - Low Risk
10–30 points
You are experiencing low psychosocial risks. Continue to maintain a healthy work-life balance and seek opportunities for personal and professional growth. Stay proactive in addressing any potential stressors and maintain open communication with your colleagues and supervisors.