Organisations have a legal and moral obligation to protect the welfare and wellbeing of their staff. While traditional health and safety concerns often focus on physical hazards, it is equally important to recognize and address psychosocial hazards in the workplace. Conflict, as a significant psychosocial hazard, can have a detrimental impact on employee health, productivity, and overall organisational functioning. By creating a link between psychosocial hazards, including workplace conflict, and health and safety, organisations can justify the implementation of measures to mitigate these risks. Here are key points to support this rationale:
Legal Obligations
Health and safety legislation in many jurisdictions explicitly includes provisions for psychosocial hazards and their impact on employee wellbeing. Employers are legally bound to provide a safe and healthy working environment, which encompasses protection from both physical and psychological harm. Recognizing conflict as a psychosocial hazard emphasizes the need for preventive measures and appropriate responses to ensure compliance with legal requirements.
Employee Wellbeing
Conflict in the workplace can significantly impact employee wellbeing. Prolonged exposure to unresolved conflicts can lead to stress, anxiety, depression, and other mental health issues. Employees experiencing such psychosocial hazards may suffer from decreased job satisfaction, reduced motivation, and increased absenteeism. By addressing conflict as a health and safety issue, organisations demonstrate their commitment to fostering a supportive and healthy work environment that promotes employee wellbeing.
Productivity & Organisational Performance
Workplace conflict negatively affects productivity and organisational performance. Conflicts can disrupt teamwork, communication, and collaboration, leading to decreased efficiency, quality, and innovation. By considering conflict as a health and safety concern, organisations acknowledge the potential risks to operational effectiveness and strive to create conditions that support positive working relationships and effective conflict resolution.
Duty of Care
Organisations have a duty of care towards their employees, encompassing their physical, mental, and emotional well-being. Linking psychosocial hazards, including conflict, to health and safety underscores the organisation’s responsibility to proactively identify and address sources of harm in the workplace. This recognition empowers employers to prioritize conflict management strategies and interventions as part of their duty to protect their staff.
Organisation Reputation & Employer Branding
Companies that prioritize employee welfare and wellbeing gain a competitive advantage in attracting and retaining top talent. By addressing conflict as a health and safety issue, organisations demonstrate their commitment to creating a positive work environment that values employee mental health and fosters healthy relationships. This commitment enhances the organisation’s reputation and establishes it as an employer of choice.