Comparative Study of the Psychosocial Risks Prevention Enforcement by the European Labour Inspectorates

Velázquez, Manuel

doi:10.1007/978-3-319-63065-6_3

Cited by 7 publications

(5 citation statements)

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“…‘Regulatory policies’ comprise regulations to promote occupational health and safety, tackle discrimination and promote equality (such as regional or national legislation, ILO conventions), while ‘non-binding/voluntary’ policies developed by recognised regional, national and international organisations include standards and specifications, guidance, recommendations and social partner agreements [ 31 ]. Some countries have enacted national laws, codes of practice and collective agreements to regulate psychosocial risks, setting employers’ responsibilities to deal with these issues [ 30 , 32 ], while certain labour inspectorates have designed procedures to enforce relevant regulations [ 33 ]. There is also some evidence which indicates that efforts have been made to share knowledge and develop competencies of key stakeholders in this area, such as inspectors [ 34 ] and occupational health services [ 18 ].…”

Section: Findings and Discussionmentioning

confidence: 99%

The Role of Occupational Health Services in Psychosocial Risk Management and the Promotion of Mental Health and Well-Being at Work

Jain

Hassard

Leka

et al. 2021

IJERPH

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The development and enhancement of occupational health services (OHS) at the national level is central to ensuring the sustainable health, well-being and work engagement of the working population. However, due to differences in national health, social security and occupational safety and health systems, the content, capacity, coverage and provisions of OHS vary considerably across national contexts. Obtaining a better understanding in terms of such similarities and variations internationally is essential as such comparative information can help inform evidenced-based decision-making on OHS at both policy and practice levels. This paper therefore reviews and analyses the key policies, standards and approaches in OH systems and services, using both academic and grey literature, across 12 industrialised countries (Australia, Canada, Finland, France, Germany, Ireland, Italy, Japan, The Netherlands, Poland, United Kingdom and the United States of America). It provides a detailed overview and categorization of OHS in these selected countries in terms of the legal and policy context, organisation and financing and coverage and staffing while specifically discussing variations aimed at psychosocial risk management and the promotion of mental health and well-being at work. It draws conclusions on key development needs of OHS internationally to ensure psychosocial risk management and mental health promotion are prioritised effectively in a preventive manner.

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Section: Findings and Discussionmentioning

confidence: 99%

The Role of Occupational Health Services in Psychosocial Risk Management and the Promotion of Mental Health and Well-Being at Work

Jain

Hassard

Leka

et al. 2021

IJERPH

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“…For those responsible for managing workplace health and safety obligations, the implications of this study should be concerning. Consistent failure to address issues that contribute significantly to fatigue such as understaffing, failure to provide legally mandated breaks and overscheduling work‐loads indicate a potentially dysfunctional (patient) safety culture within the organisation and expose hospitals and administrators to significant legal liability in the event of a fatigue‐related error/adverse event .…”

Section: Workplace Managementmentioning

confidence: 99%

“…Although this association is less direct than the link with error, work‐related fatigue has also been linked with increased risk of mental illness and has frequently been identified as a potential cause of suicide in junior doctors . If this is the case, fatigue may also carry additional liability for employers where it can be demonstrated that the working time arrangement contributed to the health problems experienced by an employee .…”

Section: Workplace Arrangementsmentioning

confidence: 99%

Fatigue management in healthcare: it is a risky business

Dawson

Thomas

2019

Anaesthesia

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management systems (FRMS) have recently been adopted in several jurisdictions including Australia [11] and Canada [12]. Using these guidance materials, organisations are provided with scientifically and legally defensible methodologies for measuring and managing fatigue risk based on general principles of safety management [13,14].What differentiates these approaches is their understanding that fatigue is often unavoidable and that fundamentally different approaches to fatigue risk management need to be adopted in healthcare, and in particular:1 Working time arrangements often need to be tailored to the local work group to ensure cost effective operational outcomes 2 Compliance with working time arrangements is a poor substitute for measuring and managing fatigue-related risk.3 Fatigue-related risk is highly variable and will reflect many factors other than the working time arrangement.Call-out patterns (i.e. frequencies and durations), typeof-work, work-load intensity, level of supervision, level of team support and individual experience can also profoundly influence fatigue-related risk at the local work group level. All of these should be considered in measuring and managing the level of risk. 4 Prior sleep, wakefulness and time-of-day are better predictors of fatigue than the working time arrangements and can be used to estimate fatigue likelihood more accurately at the individual and group level [13, 15]. 5 Measuring and monitoring obtained sleep or sleepiness is often a more effective way to quantify and control fatigue-related risk 6 The likelihood and consequence (i.e. risk) of a fatiguerelated error can be substantially reduced by identifying typical fatigue-related errors in the work place and redesigning work flows to either prevent such errors or improve the likelihood of detection and correction [16, 17]. Most FRMS focus on the six points outlined above in order to identify and manage fatigue-related risk more effectively. The advantage of these approaches is that they enable organisations to acknowledge, measure and mitigate fatigue-related risk without compromising doctor or patient health and safety. Most importantly, they provide a clear pathway on how to manage a risk generally allocated to the 'too hard' basket. Although it may not always result in less fatigue, it will significantly reduce the risks associated with fatigue and ensure we minimise the modifiable risks to doctors and their patients. This may well help significantly reduce the likelihood of adverse medical events and help reduce some of the negative effects of fatigue on doctors and their families.And the best thing, we can start implementing a fatigue risk management system tomorrow; changing the roster will take much, much longer!

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“…The regulation of psychosocial risks is a new and under-researched area. A small number of research studies have investigated inspection methods and approaches (see Bruhn & Frick, 2011;Johnstone et al, 2011;Quinlan, 2007;Quinlan, McNamara, & Johnstone, 2009;Rasmussen, Hansen, Nielsen, 2011;Starheim & Rasmussen, 2011;Toukas et al, 2015;Velázquez, 2017). Other studies have examined the role of management standards and systems in auditing psychosocial risks within organisations (see Hohnen et al, 2014;Leka et al, 2011 for examples).…”

Section: Whs State Regulators and Psychosocial Risksmentioning

confidence: 99%

Australian work health and safety policy for the regulation of psychosocial risks: perspectives from key informants

Potter

O’Keeffe

Leka

et al. 2019

Policy and Practice in Health and Safety

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The regulation of psychosocial hazards and risks, for the protection of psychological health, is a highly debated issue within work health and safety (WHS). Increasing work-related psychological illness and injury, alongside growing academic evidence and community awareness, has fuelled the need to better prevent and regulate psychosocial hazards and risks. Research must clarify challenges and improvements to policy and practice from stakeholder perspectives. We conduct a qualitative interview-based investigation with 25 informed participants on the effectiveness of Australian WHS policies for the psychosocial risk regulation. Participants are active in diverse roles including policy development, program implementation, industry advice, and psychosocial risk inspection. Inductive analysis revealed divergent viewpoints that are categorised into three broad themes: (1) scant specificity in the current regulatory WHS policy framework, (2) compliance complexities, and (3) the role of regulators in action. Tension points also emerged between these themes and sub-themes, including: (a) how psychosocial risks should be addressed in legislation, (b) how to establish compliance, and (c) the role of the regulator in evaluating compliance, and facilitating education and better practice. Future research must continue to disseminate knowledge from WHS informants to guide better practice.Researchers should investigate organisational barriers that hinder WHS psychosocial risk regulation.

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Comparative Study of the Psychosocial Risks Prevention Enforcement by the European Labour Inspectorates

Cited by 7 publications

References 0 publications

The Role of Occupational Health Services in Psychosocial Risk Management and the Promotion of Mental Health and Well-Being at Work

The Role of Occupational Health Services in Psychosocial Risk Management and the Promotion of Mental Health and Well-Being at Work

Fatigue management in healthcare: it is a risky business

Australian work health and safety policy for the regulation of psychosocial risks: perspectives from key informants

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