Advancing the wellbeing of employees in this new dynamic of work is going to take more than ‘tick the box’ services or a lunchtime yoga session. With new legislation currently rolling out at a state level and new legal precedence being set in the high court, organisations are being called on to do more to protect their people’s mental health and wellbeing.  

Organisations who are sophisticated in their strategy will be considering: 

• how they are creating a culture of safety and wellbeing 
• what frameworks and programs they have in place to mitigate and protect against psychosocial risks
• what their safety-net of support looks like when an employee is experiencing poor mental health

With psychological injury claims on the rise, it’s clear there is a hole in the safety-net of support many organisations have in place for their people. For many this support begins and ends with their Employee Assistance Program. But the gap between the early, short-term support offered through EAP services and someone going off work or submitting a psychological injury claim, is an area of support that many organisations have not yet considered.  

WHO estimates that 15% of working aged adults have a mental health disorder at any given point in time, and the magnitude of poor mental health at work is greater than the volume of investment to address it. Unlike the confidential EAP service, corporate rehabilitation services are able to work not only with the individual but also their manager and treating practitioners to intervene early to better support and minimise the impact of emerging symptoms of poor mental health or injury / illness of employees.  

Engaging in a corporate specialist rehabilitation provider such as Resilia, organisations can prevent claims through: 

1. Identifying and putting a plan in place to mitigate psychosocial risks contributing to the employee’s poor wellbeing

Workplaces have a duty of care to ensure the health and safety of workers through managing risks associated with exposure to hazards that may arise from work and result in psychological harm. Work pressure, bullying and harassment, and exposure to workplace violence in Australian workplaces are the most common causes of psychological injury claims. Resilia’s corporate rehabilitation services, work with organisations to address the psychosocial risks that are at play and implement specific strategies to minimise these risks to ensure employees are in ‘good work’ / returning to ‘good work’ if an injury or mental health setback has occurred.  

2. Keep the employee in ‘good work’ to improve their recovery

Encouraging and accommodating employees to remain in ‘good work’ has many health benefits to support their recovery. ‘Good work’ builds social connectedness, provides a sense of purpose and satisfaction, enhances self-esteem, and builds financial security all contributing to enhanced mental health and wellbeing outcomes. Resilia’s corporate rehabilitation services work with employers to promote recovery at work through creating an environment to meet individual needs and their capacity to remain at work whilst recovering.  

3. Take the employee through a targeting resilience one-on-one coaching program (Resilient Me) to improve wellbeing and prevent relapse

Resilience is a key ingredient in recovering from a mental health setback / injury. The Resilient Me 1:1 Coaching Program is a specialised program for workers experiencing a decline in their mental health or psychological injury that may require additional support to maintain their functioning at work. This program, built on the foundations of positive psychology aids employees in developing coping skills to enhance recovery, improve motivation and build their overall sense of well-being.  

So as you consider your wellbeing strategy for the years to come, make sure your safety-net is addressing the entire wellbeing continuum leaving no support gaps for employee’s and their mental health. Contact us today if you want to know more about how Resilia’s corporate rehabilitation services can support your employees and reduce the lodgement of psychological injury claims.