Stress leave: breaking down this leave entitlement

Has an employee handed you a medical certificate giving them time off work due to stress? Are the signs of burnout in your workplace increasing? Are you battling increased stress levels in your office?

According to recent data collected by the Australian HR Institute’s latest State of Wellbeing Report:

• 68.5 per cent of Australian workers felt like they were burning out at work.
• Those aged between 24 and 34 are more likely to need additional well-being support.
• Seven in 10 Australian workers reported feeling like they were burning out.

So, what can your business do to win the battle against burnout, improve employee well-being, and support workers when they most need it?

Let’s start with the basics: what is stress leave and how does it work?

Stress leave isn’t a separate category of leave enshrined in any legislation however, it does fall under personal leave which combines sick leave, and carers leave. The National Employment Standards (NES) states that permanent employees are entitled to 10 days of personal leave each year, accumulating from the commencement of employment and rolling over each year.

Australian businesses are also legally required to hold workers compensation insurance for their employees. Workers compensation is an insurance payment to employees who suffer work-related injuries or illnesses, covering their wages during recovery, as well as medical expenses and rehabilitation costs. Given that over nine per cent of serious workers compensation claims across the country in 2021 were a result of mental stress, businesses need to take out this insurance to protect both themselves and their employees.

Well-being vs. mental health

Words have an impact; they have the power to break down barriers and promote change. The stigma around mental health is very much alive and while there’s been significant progress in embracing this term for what it means, there’s still a long way to go.

How can you beat the burnout?

It essentially boils down to three key factors: recognising the signs, investing in tools and training, and increasing and promoting access to well-being resources.

1. Recognise the signs

In the hustle and bustle of the workplace, recognising stress and burnout can be like spotting a needle in a haystack – subtle yet significant! That’s why having robust processes in place is key. By ensuring both managers and employees are well-trained to identify these signs, you’re not just ticking a box; you’re championing the health and well-being of your team. This proactive approach is essential for fostering a supportive environment where everyone can thrive without burning out.

2. Increase access to well-being resources

Providing the right internal and external resources to your employees to help them take care of their mental health is essential and businesses should ensure that these resources are easily – and discreetly – available to employees when they need them. This can look like a readily available Employee Assistance Program (EAP), organised wellness activities, regular one-on-one check-ins with managers, and promoting healthy habits.

3. Invest in tools and training

Investing in tools and training is a proactive approach businesses can take to protect their employees from burnout. By providing the right resources and education, companies empower their workforce to manage stress effectively, maintain a healthy work-life balance, and enhance productivity. This commitment to employee well-being not only fosters a supportive work environment but also boosts morale, reduces turnover, and ultimately drives business success.

4. Promote resources loudly and clearly

It’s not enough to tick the box that says you’ve got resources, tools, and training in place; businesses should ensure that these valuable assets are promoted loudly and clearly within the workplace. From digital reminders like monthly Teams messages and reminders during staff meetings, to emails,  posters and physical pamphlets, there are a variety of ways to highlight accessing these essential resources because at the end of the day, if your employees don’t know that support is available, they’re not going to use it.

Provide training and development for your management

Your people management team play a crucial role in enhancing the mental health of your employees in the workplace. By investing in their training and development, you’ll uplift your managers to support your teams and give them the tools to succeed in their roles. Employee well-being isn’t something employers can afford to ignore; the state of your team’s well-being can significantly impact every aspect of a business from its core operations to productivity and talent retention.

Having regular check-ins with employees about managing their workloads and allowing them to express any concerns about the workplace is important in managing psychosocial hazards but is also key in creating a supportive environment.

How can Citation Safety help?

Businesses have a positive obligation under WHS legislation to assess and manage psychological hazards and risks and must ensure that they’ve taken action to identify, mitigate, and eliminate psychosocial risks in the workplace. And this is where Citation Safety can help – with our smart WHS Management Software and Psychosocial Hazards services you’ll have paperless control over every aspect of your workplace health and safety from risk management to improving safety culture and minimising hazards. Start continuously improving your WHS today – contact us.

Not a Citation Safety client? To learn more about how Citation Safety can support your business and help streamline its WHS management, reach out to our friendly team here.