10 Ways Small Businesses Can Support Workplace Well-Being

Mental Health in the Workplace

How Can I Help My Staff Avoid Burnout?

The modern work environment seems to encourage the ‘always on’ worker who arrives early, leaves late, has no lunch-hour, and replies to emails at bedtime. While it’s important to have committed employees who are diligent and hardworking, there’s a fine line between a fully dedicated employee and an exhausted one! Whether your business is trying to get everything completed for a deadline or prepared for a busy period, be aware some staff could reach a state of burnout.  Your star-manager maybe comfortable arriving early and working late but it can be counterproductive in the long run. One burn-out employee can negatively impact your team and business. As employers it’s valuable to recognise when your staff and managers may be feeling overwhelmed with their workload, and work out how to support employees. What are the signs of burnout? Frustration and irritability with co-workers Forgetfulness and difficulty concentrating  Diminished pride in work Negativity whereas before they were positive Why would my employees suffer from burnout? Some employees may be predisposed to burnout. than others. They may be perfectionists who pride themselves in their work, dedicating large amounts of time and energy to each and every task. They are also employees who won’t ask for help or support. Therefore, they may be struggling with their workload but unable to voice it. As an employer you may not notice this. An increase in work volume, or deadlines in quick succession during busy seasonal periods may convince an employee they must work harder and harder to meet what they consider to be their sole obligations.  This kind of ‘I must do it all by myself’ is exactly the kind of attitude that leads people to burnout.  What can I do to help my staff avoid burnout? Expectations Remind your employee what your expectations are, make it clear they aren’t expected to regularly work extra hours. Of course, during a busy period or deadline it is expected to work longer than anticipated. But if they are unable to balance their work with their personal life and are missing family events, etc, then it is time to have a conversation with them. Ask them directly what support they need. Try to be open to suggestions and respond with positivity even if you can’t offer immediate support. Say that you will consider options to support the staff member more during the busier times.  Delegate Remind the employee to delegate when they can. In smaller businesses, workers might hesitate to ask for help from the owner or consider ‘help’ as a personal weakness. Encourage dialogue and an emphasis on teamwork, so they know how to delegate or collaborate when necessary. Foster a safe space where staff members feel they can admit when they need more time and support.  Learn To Say No Everyone has learnt that a ‘can-do’ attitude will get them far, but when is this too much? Again, if the staff member is missing lunch breaks, rushing their work, or cutting corners in a desperate attempt to tick things off a never-ending to-do list, it’s time to support them. Make it clear that it’s okay to say no and push back on requests from customers, clients or other staff members.  It’s easy to think of another sale as another success, but success is also measured in longevity. If you are burning out all your staff, then where is the success in that? Let staff know they can say no, and let them know they are supported in pushing back sometimes.  Practical Actions You Can Take Talk to staff and ask them directly what support they need to prepare for expected busy times Hire casuals or fixed term staff if this will help your permanent employees Arrange a busy periods protocol for work volume delegation Make work volumes limits and expectations clear  Remember employees who can suffer from burn-out are the types who put a lot of pressure on themselves, so help them out by taking some pressure off. Taking care of your employees is taking care of your business. About Peninsula Peninsula is one of Australia’s largest workplace relations and health & safety advisers to small- and medium-businesses. We take the complexity out of workplace legislation to help small business employers protect their business and their people. Call our FREE 24/7 Advice Line today on 1300 761 935. Please note this blog is intended to give general information and should not be regarded as professional advice. Before making changes to your policies, be sure to consult a qualified professional with staff wellbeing expertise.

Mental Health in the Workplace

R U OK? Day 2025

R U OK? The three-word question and ten-minute chat that could change somebody’s life. Each year on the second Thursday in September is National R U OK? Day. This day is dedicated to reminding everyone that every day is the day to ask, ‘Are you OK?” History In 2009, founder Gavin Larkin wanted to ask one question, ‘Are you okay?’ to honour his father and try to prevent and protect other families from the pain of losing someone to suicide. He collaborated with Janina Nearn on a documentary to raise awareness, but they felt it wouldn’t be enough. To impact and change behaviour, a national campaign was needed. With this realisation, the idea of R U OK? Day was born. This movement is aimed at offering Australians skills and confidence to support those struggling with their mental health or feeling overwhelmed. Break down workplace barriers What can you do? R U OK Day is about everyone feeling heard and supported, including small business owners. Running your business can be time consuming and often stressful with many responsibilities. Mental health and wellbeing can often take a back seat. How can you look after others if your personal health is suffering? Be responsive Some conversations can be challenging and complicated. How can you handle those at the workplace? What response can you offer? Do you have a support system such as an Employee Assistance Program (EAP) employees can contact? Encourage employees to reach out Sometimes support can mean asking your colleagues and staff about how they feel. You can start conversations about their job capacities, stress, or their mental health. It can be as simple as making time for open and honest conversations. Have two-way conversations Are you listening to your staff? What do they need? Is there space to have a two-way conversation? Your efforts may be futile if employees feel like you are not listening. Failure to communicate effectively can impact employee morale and productivity. Plan next steps Prepare next steps after having these conversations. You can put the steps in writing and share this documentation with your employee. This documentation should include time dedicated to the plan and the approach to be taken. Follow up Has a plan been actioned? How is the employee feeling? Is there any change or update? Do they need regular check-ins or time with you? Making a difference Nobody should ever suffer in silence with mental health issues. It’s always good to talk. But sometimes discussing mental health or personal challenges can feel uncomfortable. Some people may be afraid of being stigmatised or discriminated against, while others may worry it will affect their career prospects or how their job performance is perceived. Sometimes, simply not knowing how to raise the subject can prevent someone from getting the emotional support they really need. If you see someone battling, don’t wait for them to speak up – take the initiative yourself. R U OK? has developed four conversation steps to give you the skills and confidence to navigate a conversation with someone you're worried about. Ask Listen Encourage action Check in Handling a sensitive subject If you decide to start a conversation with a co-worker, be sure to handle the situation delicately. For many people, mental health can be a sensitive subject. Here are some tips that can help the conversation go smoothly: The right time and place: Choose a time and place where you will not be interrupted and the person feels comfortable talking. A private office or quiet coffee shop may be good options. Ask the question: The best way to start a mental health conversation is to be direct and ask, “Are you okay?”. This shows the person you are concerned about them and you’re open to talking about mental health. Listen without judgment: When the person starts talking, listen without judgment. People dealing with mental health challenges can be especially sensitive. If you say something judgmental, they may feel misunderstood and become defensive or stop talking. Encourage them to talk: It’s important to encourage the person to talk about how they are feeling. This can help them start to process what they are going through. Offer your support: Let the person know you are there for them and will support them any way you can. Remind them you’re always available when they need to talk. Don’t try to fix things: It’s important to remember you cannot fix the person’s mental health problems. The best thing you can do is offer support and encourage them to seek professional help if they need it. Be positive: Highlight the person’s personal and professional strengths. People suffering with mental health challenges often have a diminished sense of self-worth, so it helps to make them feel positive about themselves. Let the person know you believe in them, and they can get through this. Be mindful of body language: Avoid crossing your arms or looking away, as this can make the person feel like you are not interested or losing patience. Reassure confidentially: Employees are often reluctant to open-up about their challenges and mental health issues, concerned colleagues may find out they're struggling. Ensure you reassure them anything they discuss is in the strictest confidence. By listening with an open mind and heart, you can let someone know you care, and they are not alone. What if they’re not ready to talk? If the person is not ready to talk, that’s okay. Let them know you are there for them when they are ready. You can also offer to help find professional support, such as a therapist or an EAP. A life-changing chat If you notice a co-worker struggling, don’t wait for someone else to reach out to them. Simply put, the best person to help is the first person to notice. Wisdom Wellbeing is an Employee Assistance Program (EAP) available to Peninsula’s clients, employees and their immediate family members to discuss personal or professional challenges that may be impacting their work performance or mental health. For advice or support, you or your family can contact these helplines: Lifeline (24/7) Beyond Blue (24/7) 1800RESPECT (24/7) lifeline.org.au beyondblue.org.au 1800respect.org.au This article is for general information purposes only and does not constitute as professional advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.

Mental Health in the Workplace

What is an Employee Assistance Program (EAP)?

An Employee Assistance Program – more broadly known as EAP – is offered by employers to help employees, and often their immediate family members, maintain or improve their mental health and wellbeing. An EAP program is designed to help individuals address a range of personal and work-related issues. It offers a safe, non-judgemental, and confidential counselling service focused on providing mental health and wellbeing support from qualified counsellors. An employee struggling with situations such as a relationship breakdown, financial stress, family violence, depression and anxiety, loss of a loved one, gambling, alcohol or substance addiction. You may be unaware an employee is silently dealing with one of these life challenges until it impacts their work performance or attendance. What are the business benefits of EAP services? As a small to medium sized business owner or manager you have first-hand experience of the challenge of attracting and retaining high performing employees. The benefit of an employee assistance program is its accessibility. The service provides employees with coping strategies and resources. This support allows them to better manage personal and work-related stress they find overwhelming. Helping to maintain productivity, ultimately benefiting your business. By supporting employee wellbeing and job satisfaction through an EAP, you can improve staff retention and reduce the need for frequent hiring and training. Healthy and happy employees are more and engaged in both your business and their role, reducing absenteeism and increasing overall workplace morale. Employees can access help knowing their concerns will be handled discreetly and professionally. They are able to be open and honest about their challenges without the fear of judgment or repercussions in the workplace. An EAP typically includes telephone counselling, face-to-face sessions, and online resources. Some employees may be referred to for specialised or long-term support if needed. The cost of mental health to business It's often thought mental health challenges affect employees in large corporations in high-pressure, high-stress roles working long hours, or are in specific industries such as healthcare or the legal profession. In reality, SMBs are often more vulnerable to the financial and operational impact of mental health issues. Absenteeism, reduced productivity, and increased workplace health and safety compensation claims as well as high staff turnover is costly for small businesses. According to Safe Work Australia, the median compensation paid for mental health conditions in Australia in 2022-23 was $65,402. The median time lost from work in these cases is more than 5 times that recorded across all injuries/diseases. As a small to medium sized business owner the impact of poor mental health is substantial as you have fewer staff to cover for absent colleagues. This reduces productivity, increases workloads, and creates a higher level of stress and fatigue for remaining employees. As a consequence, this could lead to further instances of mental health challenges, stress leave and high employee turnover. Psychosocial hazards and EAP For some time, the focus of workplace health and safety was reducing hazards that could potentially cause a physical injury. In more recent years this has expanded to include psychosocial hazards, which can impact an employee’s mental health and wellbeing. Psychosocial hazards can include: Job demands: An excessive workload, unrealistic expectations leading to project failure, or tight deadlines requiring long work hours leading to fatigue. Employee support: A lack of management or supervisor support, poor co-worker relationships, or limited access to essential resources. Conflict: Workplace violence, verbal or physical intimidation, bullying, or sexual harassment. Role clarity: Unclear job expectations, responsibilities, or performance standards. Lack of recognition: Minimal or no recognition for achievements or contributions. Work isolation: A lack of social interaction or support of remote or isolated employees. An EAP and management of psychosocial hazards are connected. An EAP can play a key role in reducing the effects of psychosocial hazards by providing early intervention services for employees facing workplace stress, bullying, harassment, or interpersonal challenges. Effectively managing psychosocial hazards requires a proactive approach, including identifying and minimising hazards in the workplace. Absenteeism and presenteeism Mental health issues are a leading cause of unscheduled absenteeism. However, presenteeism, where employees attend work but are unproductive, can be an even greater problem. An employee struggling with their mental health may be physically present but functionally absent. Their ability to concentrate and perform tasks effectively is reduced, which could result in safety risks to other employees. This lack of focus can create a work backlog, result in missed deadlines, and a decline in output. The connection between poor mental health, productivity, and absenteeism can be difficult to identify at first and even harder to manage. The stress and anxiety associated with mental health issues can then manifest in physical symptoms, leading to increased sick days and further absenteeism. An EAP can help employees address challenges before they escalate and impact their personal and professional lives. Providing Employee Assistance Program services should not be considered a perk, but rather an essential part of your business. You’re investing in the ongoing health and wellbeing of your employees. It not only improves morale, productivity, and reduces absenteeism, an EAP can attract and retain top talent by building your reputation as an employer of choice that places the welfare of your employees first. To find out more on how offering EAP services to your team can help them better manage difficult situations, contact the team at Peninsula to learn about our 24/7 counselling helpline and other EAP services.

Mental Health in the Workplace

Who’s Caring for the Carers? Healthcare’s Frontline Mental Health Problem

Frontline healthcare work is physically and emotionally challenging even under normal circumstances, with long shifts, understaffing, a lack of resources, and routine life-or-death scenarios. The pandemic underlined just how tough life on healthcare’s frontlines can be. Doctors and nurses worked around the clock in the most troubling conditions, selflessly putting themselves in harm’s way for the good of everybody else. All this leads to an important question. How well cared for are Australia’s frontline healthcare workers? Recent industry research suggests they may not be getting all the mental health support they need. Let’s delve into frontline healthcare’s mental health problem, the underlying causes, and explore what can be done to take better care of the people who take care of us. Frontline healthcare mental health in numbers Most people are well aware that frontline healthcare workers are under intense pressure. However, the industry’s mental health stats still might take you by surprise. Research by Monash University has revealed just how high the chances are of frontline healthcare mental health risks being realised: 59.8% of Australian frontline healthcare staff have experienced anxiety 70.9% have experienced burnout 57.3% have experienced depression 22.4% have experienced all three conditions at once The cross-sectional study surveyed over 9,500 healthcare workers in Australia and New Zealand. While the study’s timeframe includes the last year of the pandemic, it concludes “the residual effects are persistent and the number of workers suffering from mental health problems remains unexpectedly high.” A University of Melbourne study has also found that 17.5% of Australian nurses have suffered post-traumatic stress disorder (PTSD), which is almost triple the national average of 6%. Treating PTSD can take a very long time, with sufferers often having intense, disturbing thoughts and feelings long after a traumatic event has ended. What are the mental health hazards in frontline healthcare? Frontline healthcare workers are at an increased risk of developing mental health problems due to multiple factors. These include: Long hours: Frontline workers often have their hours consolidated into three or four long shifts each week. This can include night and weekend shifts, disrupting their regular sleep patterns and making it difficult to maintain a healthy work-life balance. Fast-paced: As well as working long shifts, frontline healthcare work is fast-paced and often physically draining. High stress levels: Frontline healthcare workers must make difficult (sometimes life or death) decisions under intense pressure. They may also have to deal with demanding patients and family members. Exposure to trauma: Frontline healthcare workers may be exposed to trauma on a regular basis. This could include seeing patients die, witnessing violence, or treating victims of accidents or natural disasters. Lack of support: Frontline healthcare workers may feel like they don’t have enough support from their employers or colleagues. This can make it difficult to cope with the demands of their job. The impact of mental health problems in frontline healthcare Frontline healthcare worker mental health has been gaining attention as a major public health concern in recent years. As well as posing a risk to the well-being of workers themselves, poor mental health can threaten the quality of care. If left unmitigated, these hazards can hazardslead to: Reduced productivity: Mental health problems can make it difficult for frontline healthcare workers to focus on their job and perform their duties effectively. Increased risk of errors: Mental health problems can also increase the risk of errors in the workplace. This can have serious consequences for patient safety. Increased absenteeism: Frontline healthcare workers with mental health problems are more likely to take sick leave. This can put further strain on the healthcare system. Higher staff turnover: Workers who are unable to cope with the mental and emotional demands of their job are more likely to find alternative employment. With current turnover levels, the World Health Organization predicts a global shortfall of 10 million workers by 2030. What can be done to support frontline healthcare workers? There are a number of things that can be done to support frontline healthcare workers with mental health problems: Employers: Employers should provide frontline healthcare workers with access to mental health support services. They should also create a work environment that is supportive and understanding. Arguably the biggest change needed in the industry is the destigmatising of mental health issues among healthcare workers. Colleagues: Colleagues should be supportive of each other and look out for signs of mental health problems in their coworkers. They should regularly check in with each other and encourage teammates to seek professional help if needed. Individuals: Frontline healthcare workers should take care of their own mental health by getting enough sleep, eating a healthy diet, and exercising regularly. They should stay connected and talk with friends, loved ones or other people they trust for support. Finally, they should also seek professional help if it’s all too much to cope with. It’s also important for frontline healthcare workers to remind themselves: It’s normal to feel stressed in their situation Finding the pressure too much to handle is not something to be ashamed of It’s okay to talk to a leader if work hours become unmanageable They are not responsible for single-handedly solving everyone’s problems Their well-being is just as much of a priority as the well-being of their patients Mental health resources for frontline healthcare workers There are a range of mental health resources available to frontline healthcare workers in Australia: Beyond Blue: Beyond Blue is a national mental health organisation that provides information and support to people with mental health problems. Their website has a dedicated section for frontline healthcare workers. Lifeline: Lifeline is a national crisis support service that provides confidential support to people in distress. They can be contacted on 13 11 14. The Black Dog Institute: The Black Dog Institute is a research and education organisation that focuses on mental health, with a dedicated section on their website for frontline healthcare. R U OK?: R U OK ? is a national campaign that aims to start conversations about mental health. Their website has a dedicated section about how to discuss mental well-being in frontline healthcare. Get employment relations support with Peninsula If you’re unsure about your mental health obligations as a business owner, Peninsula can help. With our expert advice and practical support, you can create a safe, healthy and supportive work environment for all your employees to thrive in. If you have a question about your responsibilities as an employer or business owner, contact Peninsula for free initial advice today.

Mental Health in the Workplace

The Mental Health Crisis in the Construction Industry

The Australian construction industry employs more than 1.37 million people making it one of the biggest employers in the country. Data from MATES in Construction has shown that construction workers are eight times more likely to die from suicide than an accident at work. A further 1 in 4 workers are known to have high symptoms of depression or anxiety. Why is the health and safety of construction employees drastically affected? What factors are contributing to a rapidly worsening mental health crisis? What can businesses do to create mentally healthy workplaces? Stigma around mental health There has been a stigma and reluctance to approach mental health in the building and construction industry. Admitting to mental health challenges or discussing workplace mental health came with negative repercussions and a lack of support. Rates of help-seeking tend to be low in male-dominated industries like construction. Construction workers will prefer being self-reliant and avoid talking about their emotions or feelings. This can create barriers to getting help and support. While the stigma still exists, efforts have been made to destigmatize mental health conversations. Many organisations have been leading research-backed conversations around the topic. Black Dog Institute emphasises the need for a honest and supportive culture in construction. Leaders who are more confident and engage in mentally healthy workplace practices such as communication and transparency can see positive results in the long-term. Factors affecting mental health in construction The inherent nature of the building and construction industry is fraught with complications. A job that requires employees to be present 6-7 days a week and work long hours doesn’t really make for a recipe for good mental health. The work environment may change every single day and this change can be difficult to cope with. Construction management also prefers giving lump-sum, fixed-time contracts which can increase the pressure around getting the job done. The risks of workplace accidents and injuries impact work health and safety of employees. Workers also feel their mental wellbeing takes a hit since they can’t spend a lot of time with their families and loved ones. They miss important events and moments creating a sense of emotional detachment and loneliness. Mental health issues are further exacerbated by the toxic and masculine culture of the construction industry. Being vulnerable leads you to potentially being mocked or bullied. The lack of support and training around mental health awareness also forces workers and staff to potentially indulge in substance abuse, alcohol, drugs or gambling. Lastly, banter among workmates in the male dominated industry can sometimes cross the line- it can turn into bullying. This is an issue most apprentices experience in most cases. Job security is a huge issue among construction workers. With most projects being transient, workers have to work on a project-by-project basis. While some projects can continue for years, others last a few weeks. Workers with dependants to feed and bills to pay often have to worry about whether they will get another project to help sustain themselves. Most clients are typically looking to cut the cost of their construction projects. This bid to cut the cost often trickles down to the workers’ paycheque. If a company doesn’t bid low, the chances are that they might lose the project to a competitor. Unlike a good portion of self-employed workers, those working under specific companies tend to enjoy some form of protection from these issues. The companies work overtime to cater to the rights of their workforce. However, this protection isn’t always guaranteed to the construction subcontractors. Changing the mental health narrative Construction businesses and employers need to overhaul their workplaces and work culture. They must create an environment where construction workers can speak up about their struggles to the mates they trust and get the support they need. If possible, these companies can provide departments for counselling their employees and focus on building a mentally healthy workplace. Educate your staff- Changing the narrative requires awareness and education. A mentally healthy workplace is where you create a safe zone for your employees and tell them it’s okay to not be okay. Offer resources and support- What do your employees need to work towards better mental health? What do they lack? Is it time off, or flexibility, training or support in mental wellbeing? Collaborate with experts- A lot of organisations are working towards improving mental health and suicide prevention. Programs like the Mates in Construction are created for this specific purpose. Such companies can provide invaluable insights and resources on how to approach the mental health problems among any workforce. The mental health training will arm workers with the skill to identify a colleague that is struggling and speak to them. This can be especially helpful for people who struggle to reach out. Mental Health Policy- The mental health of your workers determines the success and efficiency of your business. Having a mental health policy that establishes expectations, behaviours, and promotes wellbeing of staff can go a long way in protecting you and your staff. Consider flexibility- Traditionally, the construction industry has been hesitant to consider flexibility as an option. Studies around a 5-day working week for construction workers have shown negligible costs to employers, greater productivity, engaged employees, and organised worksites. Men are less fatigued and more engaged because they get valuable time off and opportunities to rest and recover which leads to better mental health. Work-life balance- For a long time, the construction industry has thrived on hustling and working extremely long hours while sacrificing mental health and wellbeing. Slowly we are taking a step back and questioning the way things have been. Reduced work hours improved the mood and general wellbeing of employees, leading to strong mental health. Peer Support- Encourage your staff to keep in contact with an affected worker or someone impacted by mental illness at work. They can visit them at home, message or call to check-in. This will help the worker feel they are loved and wanted at the workplace. Return to Work Plan- If a worker is returning to work after a sabbatical or a break due to mental illness, develop a suitable return to work plan. This should include easing them in slowly and inform their team members so they understand what is expected and can support the worker effectively. Build healthy workplaces with Peninsula Peninsula has worked with construction businesses and employers, empowering them through effective HR and sturdy WHS policies. Our team provides customised advice and resources that ensure you are meeting your obligations and creating a safe space for your employees. Whether it is building good HR practices or implementing mental well-being policies, Peninsula can help you. Call us on 1300789186 today. This document is intended to act as general information. If you need help, please contact a qualified medical professional. Beyond Blue: 1300 224 636 Lifeline: 13 11 14

10 Ways Small Businesses Can Support Workplace Wellbeing

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Related Blog Posts

How Can I Help My Staff Avoid Burnout?

R U OK? Day 2025

What is an Employee Assistance Program (EAP)?

Who’s Caring for the Carers? Healthcare’s Frontline Mental Health Problem

The Mental Health Crisis in the Construction Industry

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