Rising Mental Health Claims

Rising Mental Health Claims

by | Feb 19, 2024 | Claim management, Injury Management, Injury Prevention, Managing Psychosocial Hazards

In recent years, Australia has witnessed a concerning surge in workers’ compensation claims related to mental health issues. This trend highlights rising mental health awareness and the need for strong workplace support systems. We delve into the factors contributing to this rise and explore potential solutions to address rising mental health claims.

Understanding the Rise

The increase in mental health-related workers’ compensation claims in Australia is multifaceted and can be attributed to several key factors:

  1. Heightened Awareness: There has been a significant increase in awareness and recognition of mental health issues in the workplace. Employees are now more inclined to report mental health-related issues, leading to a rise in compensation claims
  2. Work-Related Stress: Modern workplaces often operate in high-pressure environments, leading to increased levels of work-related stress. Factors such as long working hours, tight deadlines, and job insecurity contribute to heightened stress levels among employees
  3. Stigma Reduction: Efforts to reduce the stigma surrounding mental health have encouraged individuals to seek help when experiencing psychological distress. This has resulted in more employees coming forward to seek support and lodging compensation claims for work-related mental health issues
  4. Changing Work Dynamics: Remote work, accelerated by COVID-19, brings isolation, blurred boundaries, and mental health challenges.
  5. Inadequate Support: Many workplaces still lack resources to effectively address mental health needs. This deficiency can exacerbate existing problems and contribute to the rise in compensation claims

Addressing the Issue

To address rising mental health claims, implement strategies that prioritise employee well-being. Here are some potential solutions:

  1. Promoting Mental Health: Employers should prioritise awareness programs to build a supportive, inclusive workplace. This includes providing education on stress management, resilience building, and destigmatising conversations around mental health
  2. Work-Life Balance: Promote flexible schedules, regular breaks, and manageable workloads to reduce stress and support well-being
  3. These services should be easily accessible and confidential to encourage employees to seek help when needed
  4. Training Managers and Supervisors: Providing managers and supervisors training on recognising signs of mental distress, managing workloads effectively, and offering appropriate support can play a crucial role in preventing mental health issues and reducing workers’ compensation claims
  5. Creating a Psychologically Safe Environment: Organisations must prioritise creating a psychologically safe work environment where employees feel comfortable discussing mental health concerns without fear of judgment or reprisal. Open communication channels and supportive leadership are essential in fostering trust and well-being.
  6. Regular Monitoring and Evaluation: Employers should regularly monitor and evaluate the effectiveness of their mental health initiatives to identify areas for improvement and ensure that the needs of employees are being met adequately

The rise in mental health-related compensation claims in Australia underscores the urgent need for proactive workplace support. Prioritizing awareness, supportive policies, and open culture can reduce risks and build resilient, healthy workplaces. Collaboration among employers, policymakers, and stakeholders is key to ensuring workforce well-being

Mental health or psychological workers compensation claims are typically 7-8 times more than physical injuries. They are often complex & if not actively managed, they can have substantial impacts to your business.

Need help with a psychological or mental health related claim, contact our team to discuss.

For further information, please refer:

Source: SafeWork

Title: Psychological health and safety in the workplace report

Read Time: 10+ minutes

What are Suitable Duties?

What are Suitable Duties?

by | Jul 17, 2023 | Injury Management, Workers Compensation

It is a common workers’ compensation insurance term often used in the context of workplace injury or illness management. An important part of supporting a worker’s recovery & Return to Work (RTW). Returning a worker to their usual duties after an injury or illness may take time, depending on their condition. This doesn’t, however, mean they are unable to work, though & the identification of appropriate it represents an important RTW process.

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Injury Management Best Practices

Injury Management Best Practices

by | Apr 9, 2023 | Injury Management, Workers Compensation

Injury management is an essential process for businesses in Australia, as it aims to prevent workplace injuries and illnesses, and manage them effectively when they do occur. Businesses that invest in Injury Management are likely to benefit from a happier, more productive workforce as well as lower workers compensation premiums.

Injury management best practices can include the following:

  1. Develop a comprehensive injury management policy: This policy should outline the company’s commitment to providing a safe and healthy workplace, as well as the procedures for preventing and managing workplace injuries and illnesses
  2. Conduct regular risk assessments: Employers should identify potential hazards in the workplace and implement appropriate measures to eliminate or minimise the risks. This may include providing personal protective equipment, conducting regular safety training, and ensuring that equipment is well-maintained
  3. Encourage reporting of injuries and illnesses: Employers should create a culture of openness and encourage employees to report any injuries or illnesses, no matter how minor. This allows for early intervention and better outcomes for the employee
  4. Provide early intervention and treatment: Employers should provide prompt medical treatment to injured or ill employees, including first aid and emergency medical services if required. This can help prevent the injury or illness from becoming more severe
  5. Develop return-to-work plans: Employers should work with the injured or ill employee, their treating medical practitioner, and their insurer to develop a return-to-work plan. This plan should outline the steps that will be taken to support the employee in returning to work as soon as possible
  6. Provide suitable duties: Employers should identify suitable duties that the injured or ill employee can perform while they are recovering. These duties should be within the employee’s capabilities and be meaningful and productive
  7. Monitor progress and provide support: Employers should monitor the employee’s progress and provide ongoing support and assistance, including regular communication and feedback
  8. Continuously review and improve injury management processes: Employers should regularly review and improve their injury management processes, including policies, procedures, and training, to ensure they remain effective and up-to-date

By implementing these best practices, businesses can help minimise workplace injuries and effectively manage them when they do occur to achieve better outcomes for both employees and employers.

ABILITY GROUP are Injury Management specialists & provide businesses of all sizes across Australia with a variety of affordable Injury Management service options ranging from advice based to outsourced service models.

Contact our team to discuss your needs or for further information, please refer to the following:


Source: WorkSafe

Title: Injury Management: Making it Work

Read Time:

Source: WorkCover WA

Title: Injury Management: A Guide for Employers

Read Time: 5+ minutes

Source: iCare

Title: Injury Management Plans

Read Time: 5+ minutes