Workload Management and Psychological Injury: Lessons for Employers
A recent court case against a large Australian business serves as a vital warning. In this instance, an employee received compensation for a psychological injury caused by an “excessive workload.”
The court found the employer negligent. Although the business acknowledged the issue, they did nothing to manage or reduce the employee’s burden. Consequently, the business faced significant legal consequences.
The Risk of the “Perfectionist” Employee
The employer argued that the staff member was a perfectionist. They claimed the employee chose to work extra hours, both paid and unpaid. However, the court saw things differently.
Evidence showed the employee regularly worked through lunch and stayed long past their shift. Interestingly, the person previously in that role worked 17 hours more per week than the current claimant. This suggests a systemic issue with workload management and psychological injury risks.
How to Protect Your Business and Staff
When did you last check your team’s workload? If you cannot answer, you must act soon. Regular reviews prevent employee illness and potential legal action.
The AHR Team can help you resolve these concerns. We act as your single point of contact for managing employee performance and expectations.
Our team provides essential tools, including:
- HR and Performance Reviews: We help you action and adjust role requirements.
- Contract Alignment: We ensure agreements reflect actual role expectations.
- Detailed Position Descriptions: We assist during recruitment to save you time and money.
Take Action Now
High-performing employees often go above and beyond. However, you must ensure their duties align with their employment agreements. Reviewing performance now ensures that you reward efforts appropriately.
The best time to introduce these changes is right now. As you set your new budgets, you can build a successful and productive work year.
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Reference: Fletcher v Woolworths Group Limited [2023] NSWPIC 261
