When an employee discloses that they have a neurodivergent condition, there are certain steps it's advisable for their employer to take, and plenty that they should avoid, a workplace lawyer says.
Opponents of trauma-informed investigations sometimes argue this approach weakens the process, but in fact the opposite is the case, according to a workplace culture specialist.
Organisations are being warned not to make "stereotypical assumptions" that leaders are less vulnerable to workplace psychosocial hazards, with new research showing they have their own psychological response to alleviating these risks for employees.
Increasing disclosures of mental health and neurodivergent conditions in the workplace mean it's never been more important for employers to respond appropriately. Watch this Q&A to understand employees' rights and obligations, and how to move towards best practice in this space.
Understanding how psychosocial hazards interact is fast becoming a cornerstone of effective risk management, yet many employers still treat them as isolated issues.
The seriousness with which regulators are taking psychosocial hazards means employers should expect any bullying complaint to be investigated, regardless of whether an injury has been sustained, a safety expert says.
Workplace stress levels follow some "predictable patterns", analysis of mental health data shows. Meanwhile, there's a new code of practice on s-xual and gender-based harassment.
Neurodivergent employees face a higher risk of burnout in today's workplaces, but their experience is often a "red flag" for the broader workforce's wellbeing, a mental health specialist says.
In 2025 the employment law landscape will continue to evolve, as the true impact of recent legal reforms becomes clearer, and potentially with further changes to come. Watch this webcast to understand what lies ahead for HR.
As awareness around psychosocial safety grows, more employers are investing in risk prevention at crucial times of workplace change, according to a psychologist.
