Stress is killing you
There is no secret that people are experiencing workplace stressed. Not only that, but employees are becoming more stressed as time goes on. The problem is that stress is a silent killer. It can affect us in ways that we can’t see. Affecting our long term health if left unmanaged.
Per the Gallup’s State of the Global Workplace 2023 Report, Australia and New Zealand found that we are the second highest most stressed workforce with 47%. Moreover, burnout in employees has almost doubled.
We can see that some industries are notably more stressed than others. These industries can include healthcare, legal and welfare, and education. However, this is a short list and all industries will have areas that are stressful.
Why are we more stressed?
Some people may believe that we should be less stressed working in the age of innovative technology and automated processes. However, that is not the case. In reality, technology has created more work for the average employee.
With the efficiency of technology, employees are expected to be more available. They are expected to stay proficient with new technology, which creates more work. Furthermore, there is less job security, especially for young people, as technology may automate processes during an economically insecure time.
It is no secret that technology can create efficiency and eliminate the need for individuals to complete repetitive work. However, the risk of technology is the mental health effects to employees.
Technology is not the only reason that may create stress for employees. The workplace landscape is generally different now than what it was when our parents or mentors were coming into the workforce. Therefore navigating a new environment can be tense.
Mental health is not just ‘in your head’
Furthermore, we may be noticing stress and burnout more than before because the conversation of mental health in the workplace is relatively new. While the conversation is not a new concept, it wasn’t until the 2010s did we see that mental health was becoming destigmatised.
Before this time employees may have been told that it was “just in their head”. Or that “everyone deals with this”. This type of rationale was likely exacerbated for minorities and people with disabilities.
There were multiple campaigns during this time to check on each other and highlight the risks of mental health. Since then, mental health mentality had extended to the 2020s, particularly during Covid-19. There was ongoing concern that working from home would detrimentally affect our mental health.
Mental health has since become a normal conversation within the Australian landscape. With some companies implementing special “mental health days” that employees can access. Because it has been more normalised, it may be easier to pinpoint and recognise stress than we could before. Employees are more forthcoming when they are stressed.
The risk of stress and death
We know now that stress can have devastating impacts not only to our mental health, but physical health as well. Short term people may develop headaches, poorer sleep, muscle tension, and poor digestion. All of which has the possibility of affecting an employee’s performance at work.
Long term stress can have more extreme side effects. Such as developing autoimmune diseases, heart attacks, and strokes. Not to mention the serious mental health conditions as well. This is all dependent on the employees overall health.
This list is not intended to scare anyone. However, it is important to highlight stress as something that can’t just be pushed down or swept aside. If an employee is stressed more than not then they should start implementing measures to combat that.
What can I do about workplace stress?
Luckily, there are a few options when it comes to de-stressing at work. If you work in an inclusive environment (which all workplaces should be) then always consider telling your manager or senior how you feel. Management often do want to support their employees and provide a happy work environment.
By talking to your senior it may be possible to extend deadlines, clarify work that you are unsure about, or reorganize your workload. This benefits both parties as employees feel supported and management can retain employees. There is often motivation to avoid high turn over and repeatedly hiring for the same role.
Furthermore, employees should always consider speaking to a mental health professional or their GP. There may be deeper rooted issues than just work related stress. Additionally, it may be helpful to document the stress with the professional.
Some companies will also offer EAP (Employee Assistance Program) services. These are services that are specifically targeted to help employees manage work-related stress and burnout. However, this is not a long term solution as most companies will limit how many ‘sessions’ an employee can have.
Flexible workplace arrangements
For long term support an employee may want to consider requesting a formal flexible workplace arrangement. A flexible workplace arrangement is a special type of request that has been recently introduced to the Fair Work Act. This allows employees to access special considerations that are typically employee entitlements.
A flexible workplace arrangement may include but is not limited to:
- 4 day work week.
- 9 day fortnight (one day off over a two week period).
- Working in special conditions (e.g. with dimmed lights, with music, away from others).
- Start and finish earlier or later (8 to 4 rather than 9 to 5).
- Leave work early for school pick up and then work from home.
- Work from home.
- Unpaid leave.
- Time off in lieu
Not everyone is eligible to access flexible workplace arrangements. Typically employees will have to be employed for a year and be related to one of the following:
- pregnant.
- a parent of, or has responsibility for the care of, a child who is school age or younger.
- a carer (within the meaning of the Carer Recognition Act 2010).
- a person with a disability.
- aged 55 or older.
- experiencing family and domestic violence, or.
- providing care or support to an immediate family member, or someone they live with, because they are experiencing family and domestic violence.
Accessability
This type of request may be the best option if the stress is not strictly work related. The employee may have other carer responsibilities or health concerns that are causing general stress. In that case, a flexible workplace arrangement may be the best option in order to continue working to the best of their ability.
It is important to note that for the purposes of flexible workplace arrangements, it should not be used because you just want something. But because you need flexibility in order to keep working. Employees must explain how the flexible arrangement is genuinely required.
Furthermore, employers don’t have to automatically accept a flexible request. The request can be denied if it is on genuine business grounds. Likely that the arrangement would be too costly or affect business operations.
However, it is in the company’s best interest to work with the employee to try and put them in the best spot possible. Many supportive employers will have some flexibility, or at least entertain the conversation, to try and come to the best resolution.
It is imperative to know that flexible workplace arrangements must be in writing and there are strict timelines as to when the employer must reply (21 days). If unsure, always refer back to the Fair Work Act.
Toxic workplace stress
Unfortunately, not all companies are supportive. Toxic workplaces may be the root of the stress. In this case an employee will want to consider all their options. The first option is to consider whether that workplace is the right one for them. If not, depending on the industry and that employees experience they may want to consider finding other work.
However, it is unfair that a good employee has to move from what might be their dream job. In that case if the stress is due to workplace bullying, unreasonable directions from management, or something adjacent, then the employee should make a written complaint.
Making a complaint related to workplace issues is an employee’s right. No one should endure a toxic workplace, particularly if the problem can be resolved. Making a complaint can bring attention to an issue that may not have been noticed before. It also protects the employee and provides a paper trail where anything to go wrong. This is also refered to as a ‘general protection’ under the Fair Work Act.
Under the Fair Work Act, an employee cannot be reprimanded (also known as adverse action) for making a genuine complaint. Adverse action can include being fired, demoted, or bullied. It is an employer’s responsibility to try and resolve these complaints.
Final step
The final step for an employee that is stressed due to a toxic workplace is to go to the Fair Work Commission. Not all employees will be eligible for this step as it is dependent on their specific circumstances. However, it is important to highlight it as an option.
This is a final option as it is recommended to try and resolve any stress internally with the company. Internal dispute resolution is usually the most amicable and flexible in terms of resolutions. However, sometimes that is not an option.
Furthermore, for some Fair Work claims they require that a complaint was made, or other type of workplace right was done, in order to be eligible to lodge a claim. Therefore, most will advise to talk to the employer first before making a Fair Work claim.
Resignation
Additionally, if the workplace is stressful to the point that the employee is considering resigning, then note that once an employee resigned it is very difficult to make a Fair Work complaint. In most cases an employee voluntarily resigning (or being able to choose the moment they resign) means that they have resolved the problem by leaving.
Furthermore, there are no claims that can be lodged if the dismissal/resignation was on the employees initiative. In which most resignations are. Therefore, it is advised for employees to talk to an employment law professional before formally resigning.
Don’t waste time on unnecessary stress
Lastly, a person works for approximately a third of their life. That is a long time to be stressed. For the average employee, the stress is unnecessary and whether they are stressed or not will not impact the final product. The sun will rise the next day as normal.
Most problems can be fixed, relationships can be mended, and work can be allocated to someone else. It is important that people are not using their free time to dedicate themselves to work related stress when it does nothing but waste the employees time.
Furthermore, it is important that employees are enjoying the work they do. This is important for the employees satisfaction and livelihood, and for the business’s bottom line. Therefore, don’t hinder what might be a good day or a good job over the small details. If there are issues or concerns, businesses set up checks and balances to ensure work is getting done correctly.
And for some, the work is inherently stressful. In that case use all the tools available to you to try and dissolve those stresses. You are doing a good job and can do the work. If you feel as though you can’t, talk to those around you. There will be steps to help.
Don’t be stressed at work
If you have been forced to resign, unfairly dismissed or experienced adverse action, call us at A Whole New Approach. We simplify the process to make a claim via the Fair Work Commission. Let’s hold your employer accountable.
Over 16,000 Australian workers have sought our help to take action through the Fair Work Commission. AWNA are not lawyers, what we do have is 25 years of experience to help employees across Australia. We know the system and have a reputation amongst employers for getting results.
