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In sectors such mining and oil and gas exploration many workers fly to remote sites to work for short periods rather than relocating with their families. This FIFO work pattern has been linked previously to an increased risk of self-harm, depression and suicide.
The new research by the University of Western Australia's (UWA) Centre for Transformative Work Design, aims to better understand the factors that contribute to mental health issues in FIFO workers and how they might affect their families.
Western Australia has a large population of FIFO workers who are employed in the mining industry and the research, which is being funded by the Government of Western Australia, will consider workplace factors that include attributes of the job, rosters, company culture, leadership, team support and family relationships.
The report has made 40 recommendations for businesses, regulators, the government and the public sector after it found one worker in six suffers from a mental illness and 300,000 people with long-term mental health problems lose their jobs every year.
The figures, which are drawn from the quarterly Labour Force Survey and other sources and produced by the Office of National Statistics, show that the number of workers who said they experienced stress, depression or anxiety was up 7% on the previous period, from 488,000 (a rate of 1,510 per 100,000 workers) to 526,000. In 2014-15, 440,000 workers reported a mental health problem caused or made worse by employment.
The new research recommends improving managers' and supervisors’ knowledge and skills to support workers with mental health problems. The study advises improved support both before and after employees go on sick leave.
However there remains a chance that the current draft could be amended for final publication before the end of 2017, according to IOSH’s head of policy and public affairs, Richard Jones.The working group that is part of ISO/PC 283 – the project committee developing the new standard – met for what is anticipated to be the last time, from 18 to 23 September in the Malaysian city of Malacca.
In 2016-17 – the first full year that the new sentencing guidelines for safety and health offences were in place – fines reached £69.9m compared with £38.8m for the same period a year earlier. This is the second consecutive year in which financial penalties have soared. There was a 115.5% rise between 2014-15 (when £18m worth of fines were collected) and 2015-16.
The new advice, developed jointly by Public Health England (PHE) and health and wellbeing services provider Healthy Working Futures (formerly the Fit For Work Team), aims to help employers promote good health. The guidance includes information on carrying out a workplace health needs assessment (HNA) – a series of questions that staff answer anonymously. Businesses can use the findings to tailor activities to improve health and wellbeing.
A Belfast-based Risk & Compliance software provider has been collaborating with the Health and Safety Executive (HSE) and construction giant Costain as part of an ongoing project to unlock artificial intelligence’s (AI) potential in improving the management of risks on worksites.
Musculoskeletal harm now accounts for 27 per cent of all work-related disability-adjusted life years (DALYs) lost in New Zealand, according to a report from the country’s health and safety regulator, WorkSafe. A DALY is defined by the World Health Organization as one lost “healthy” life year.
Organisations should provide their crisis management teams with the correct level of training, investment and support so they can respond effectively to the major global risks facing the world in 2023.
Work-related ill-health and non-fatal injuries have risen, according to the Health and Safety Executive’s (HSE) latest annual health and safety at work statistics for Great Britain, published last week
A UK study of line managers that explores the support they have given employees who have returned to work after long-term sickness absence due to common mental disorders highlights five behavioural strategies that could enhance HR and senior management policies and practices.