Are mental health regulations in Victoria’s workplaces doing enough to prioritize the well-being of employees? The Occupational Health and Safety Act places the responsibility on employers to provide a safe and healthy working environment, including psychological health. But how effectively are these regulations being implemented and enforced?
As mental health continues to be a significant concern in modern workplaces, it’s crucial to understand the current state of mental health regulations in Victoria and the proposed changes that aim to strengthen the framework for psychological health. In this article, we will explore the existing employer obligations under the Occupational Health and Safety Act and delve into the details of the proposed Occupational Health and Safety (Psychological Health) Regulations.
Key Takeaways:
- Employers in Victoria are obligated to provide a safe and healthy working environment for their employees, including addressing psychological health and promoting well-being.
- The proposed Occupational Health and Safety (Psychological Health) Regulations aim to strengthen the framework and emphasize the importance of psychological health and safety in the workplace.
- The regulations require employers to identify and control psychosocial hazards that can impact mental health and implement prevention plans for specific hazards.
- Employers will have reporting requirements for psychosocial complaints related to aggression or violence, bullying, or sexual harassment.
- Victoria has implemented a new Mental Health and Wellbeing Act, establishing new roles and entities to prioritize mental health and well-being.
Current Employer Obligations under the OHS Act
In accordance with the Occupational Health and Safety Act 2004, employers in Victoria are entrusted with the responsibility of creating a safe and healthy work environment for their employees. This obligation extends to addressing psychological health concerns and cultivating overall well-being in the workplace. Recognizing the significance of psychological health and safety, the proposed Occupational Health and Safety (Psychological Health) Regulations aim to bolster the existing framework.
Under the Occupational Health and Safety Act, employers are required to prioritize the psychological health and well-being of their employees. This includes identifying and mitigating psychosocial hazards that may impact mental health. The proposed regulations seek to emphasize the importance of psychological health and safety in the workplace, ensuring employers take proactive measures to address these hazards and promote a mentally healthy work environment.
“It is paramount for employers to prioritize the psychological health of their employees. By acknowledging and addressing psychosocial hazards, employers can create a supportive and conducive workplace environment that enhances employee well-being and productivity.” – Mental Health and Well-being Expert
Key Employer Obligations:
- Provide a safe and healthy working environment for employees.
- Address psychological health issues and promote mental well-being.
- Identify and control psychosocial hazards that may impact employees’ mental health.
- Implement measures to prevent and minimize risks associated with psychosocial hazards.
- Develop and implement written prevention plans for specific hazards.
Complying with these obligations not only ensures the mental well-being of employees but also contributes to a positive work atmosphere, increased productivity, and reduced absenteeism. By prioritizing psychological health, employers demonstrate their commitment to fostering a healthy and supportive workplace culture.
Proposed Regulations for Psychological Health
Under the Occupational Health and Safety (Psychological Health) Regulations, employers in Victoria will be required to address and mitigate psychosocial hazards that can have a significant impact on employees’ mental health and overall wellbeing. These hazards encompass a range of workplace factors, including bullying, sexual harassment, exposure to traumatic events, high job demands, and poor workplace relationships.
The proposed regulations will mandate employers to take proactive measures in identifying and controlling these psychosocial hazards to create a safe and conducive work environment. They will also be required to eliminate risks where reasonably practicable and implement written prevention plans for specific hazards. By doing so, employers can ensure the mental health and wellbeing of their employees are prioritized, resulting in healthier and more productive workplaces.
Psychosocial Hazards in the Workplace
Psychosocial hazards in the workplace can significantly impact employees’ mental health and wellbeing. The following are some examples of such hazards:
- Bullying
- Sexual harassment
- Exposure to traumatic events
- High job demands
- Poor workplace relationships
Addressing these hazards is crucial in fostering a positive work environment that values and supports employees’ psychological health.
Control and Prevention Plans
The proposed regulations will require employers to identify and control psychosocial hazards, minimize risks, and establish prevention plans. This proactive approach ensures that employees are protected from potential harm and provided with a safe working environment. Control measures may include:
- Workplace design modifications
- Providing information and training
- Implementing policies and procedures
- Offering support services and resources
Employers will also need to implement written prevention plans for specific hazards, outlining strategies to address and mitigate the risks associated with those hazards.
Benefits of Proposed Regulations
By implementing the Occupational Health and Safety (Psychological Health) Regulations, employers can create a workplace environment that prioritizes the mental health and wellbeing of their employees. This not only improves employee satisfaction and productivity but also reduces the occurrence of mental health-related issues in the workplace.
Key Elements of the Proposed Psychological Health Regulations
| Regulation | Requirement |
|---|---|
| Identification of Psychosocial Hazards | Employers must identify and assess psychosocial hazards present in the workplace. |
| Risk Control | Employers must take steps to control and minimize the risks associated with psychosocial hazards. |
| Prevention Plans | Employers must develop and implement written plans to prevent specific psychosocial hazards. |
| Reporting | Employers may be required to report certain psychosocial complaints to the relevant authorities. |
Employer Responsibilities under the Proposed Regulations
Under the proposed regulations, employers in Victoria will have specific responsibilities to ensure the identification and control of psychological hazards in the workplace. Taking proactive measures to manage these hazards is essential to promote a safe and healthy work environment for employees.
The Identification of Psychological Hazards
To comply with the Mental Health Regulations, employers must actively identify the psychological hazards that may pose a risk to their employees’ mental health. These hazards can include aggression or violence, bullying, exposure to traumatic events, high job demands, and sexual harassment. Employers should conduct regular risk assessments and audits to identify potential hazards and assess their severity and potential impact on employees.
Risk Control Measures
Once the psychological hazards have been identified, employers must implement appropriate risk control measures to mitigate the risks. These measures may include:
- Implementing training programs to raise awareness and educate employees on psychological hazards and their associated risks.
- Designing and implementing policies and procedures that address and prevent psychological hazards, such as anti-bullying and harassment policies.
- Establishing reporting mechanisms and channels for employees to report incidents or concerns related to psychological hazards.
- Creating a supportive and inclusive workplace culture that promotes mental health and well-being.
Employers should implement a combination of control measures tailored to the specific nature of the hazards present in their workplace. This may involve adjusting work management and design, providing information and training, and creating supportive systems and structures.
Prevention Plans for Specific Hazards
In addition to implementing general risk control measures, employers will be required to develop prevention plans for specific psychological hazards. These plans should outline specific strategies and actions aimed at preventing, minimizing, or eliminating the identified hazards. Employers should involve employees in the development and implementation of these plans to ensure their effectiveness and relevance to the workplace.
Employers must develop prevention plans for the following specific psychological hazards:
| Specific Hazard | Prevention Plan |
|---|---|
| Aggression or violence | Procedures for assessing and managing the risk of aggression or violence, including training for employees. |
| Bullying | Policies and procedures to prevent and address bullying, as well as mechanisms for reporting and intervention. |
| Exposure to traumatic events | Support mechanisms for employees exposed to traumatic events, such as counseling services and debriefing protocols. |
| High job demands | Strategies to manage workload and promote work-life balance, including workload assessments and flexible work arrangements. |
| Sexual harassment | Policies and procedures to prevent and address sexual harassment, as well as clear reporting and investigation processes. |
By implementing these risk control measures and developing prevention plans, employers in Victoria can help create a supportive and mentally healthy workplace for their employees. Doing so not only benefits the well-being of individual employees but also contributes to better overall productivity and business outcomes.
Reporting Requirements for Employers
In line with the proposed Mental Health Regulations, employers with more than 50 employees will be required to participate in a reporting scheme. This new scheme aims to enhance accountability and transparency in addressing psychosocial complaints and promoting mental health in the workplace.
The reporting process involves the submission of de-identified reports to WorkSafe Victoria, detailing any reportable psychosocial complaints related to aggression or violence, bullying, or sexual harassment. These reports will play a vital role in identifying potential risks to mental health and informing the development of strategies that prioritize the mental health needs of employees.
Reporting Scheme Requirements
Under the reporting scheme, employers will need to provide concise and accurate accounts of psychosocial complaints while preserving the privacy and anonymity of individuals involved. WorkSafe Victoria will utilize the information gathered from these reports to gain insights into the prevalence and nature of psychosocial hazards in various workplaces across the state.
Table: Reportable Psychosocial Complaints
| Type of Complaint | Description |
|---|---|
| Aggression or Violence | Includes incidents involving physical violence, threat of harm, or intimidation towards employees. |
| Bullying | Refers to repeated and unreasonable behavior that creates a risk to the health and safety of an individual, causing harm or distress. |
| Sexual Harassment | Encompasses unwelcome conduct of a sexual nature that offends, humiliates, or intimidates an individual. |
The reporting scheme recognizes the significance of these psychosocial complaints and aims to facilitate a comprehensive understanding of the challenges faced by employees in the workplace. By sharing this data, employers can contribute to a collective effort that prioritizes mental well-being, fosters supportive working environments, and effectively addresses psychosocial hazards.
Victoria’s New Mental Health and Wellbeing Act
In line with the Royal Commission into Victoria’s Mental Health System, Victoria has introduced the Mental Health and Wellbeing Act, effective from 1 September 2023. This legislation stands as a testament to our commitment to promoting mental health and wellbeing among all Victorians. The new act not only recognizes the importance of mental health but also establishes new roles and entities to enhance support for individuals facing mental illness or psychological distress.
The Mental Health and Wellbeing Act aims to prioritize the views and preferences of those experiencing mental health challenges, ensuring that their voices are heard in the decision-making processes that directly impact their lives. By doing so, we hope to foster an inclusive and compassionate environment that provides the necessary support and care for individuals on their journey to recovery.
“The new Mental Health and Wellbeing Act reflects our sincere dedication to the wellbeing of every Victorian. It is a significant step towards promoting mental health, reducing stigma, and providing a framework that empowers individuals to lead fulfilling lives.” – Minister of Health Victoria
With the introduction of this act, we aim to create a culture that fosters mental wellbeing, addresses systemic issues, and offers a comprehensive support system for those in need. It is our belief that through collaboration and collective effort, we can nurture a society that understands and responds to the mental health challenges faced by our fellow Victorians.
We are committed to:
- Promoting good mental health and wellbeing for all Victorians
- Creating a framework that supports early intervention and prevention
- Establishing entities and roles that advocate for mental health and wellbeing
- Empowering individuals with lived experience to actively participate in decision-making processes
This new legislation signifies a significant milestone in our journey towards achieving a mentally healthier society. By prioritizing the wellbeing of our citizens, we can collectively work towards reducing the burden of mental illness and fostering a community where everyone thrives.
Key Features of the Mental Health and Wellbeing Act:
| Features | Impact |
|---|---|
| Promoting mental health and wellbeing | Encourages a proactive approach towards mental health and provides resources for prevention and early intervention |
| Establishing the Mental Health and Wellbeing Commission | Leads the strategic direction of mental health and wellbeing in Victoria, ensures accountability, and oversees the implementation of the act |
| Creating Regional Mental Health and Wellbeing Boards | Fosters community-specific mental health planning and service delivery |
| Introducing Youth Mental Health and Wellbeing Victoria | Dedicated to addressing the mental health needs of young Victorians and promoting early intervention and prevention strategies |
| Appointing a Chief Officer for Mental Health and Wellbeing | Provides expertise and guidance on mental health and wellbeing |
Roles and Entities Established by the Act
The Mental Health and Wellbeing Act introduces new roles and entities recommended by the Royal Commission into Victoria’s Mental Health System. These entities are central to driving the highest standards of mental health and wellbeing across the state.
The Mental Health and Wellbeing Commission: This independent entity is responsible for overseeing and regulating the mental health and wellbeing system in Victoria. It will monitor the implementation of the Mental Health and Wellbeing Act, set priorities, and evaluate the effectiveness of services.
Regional Mental Health and Wellbeing Boards: These boards will be established to provide local leadership and coordination of mental health and wellbeing services. They will work closely with community organizations, healthcare providers, and other stakeholders to ensure that regional needs are met.
Youth Mental Health and Wellbeing Victoria: This specialized entity will focus on promoting the mental health and wellbeing of young people in Victoria. It will develop and implement strategies to address the unique challenges faced by youth in accessing mental health support.
Chief Officer for Mental Health and Wellbeing: This role will be responsible for providing leadership and strategic direction in the implementation of the Mental Health and Wellbeing Act. The Chief Officer will work closely with the Mental Health and Wellbeing Commission and other entities to drive improvements in mental health outcomes.
Role of the Mental Health and Wellbeing Commission
The Mental Health and Wellbeing Commission plays a pivotal role in ensuring the effective implementation of the Mental Health and Wellbeing Act. As the governing body, it has the authority to establish standards, enforce compliance, and promote best practices in mental health and wellbeing services.
Regional Mental Health and Wellbeing Boards
The establishment of Regional Mental Health and Wellbeing Boards signifies a localized approach to addressing mental health needs. These boards will collaborate with local communities, service providers, and stakeholders to develop tailored strategies and interventions that align with regional priorities.
Youth Mental Health and Wellbeing Victoria
The creation of Youth Mental Health and Wellbeing Victoria acknowledges the unique challenges faced by young people in seeking and accessing mental health support. This entity will focus on developing programs, services, and initiatives specifically tailored to the needs of youth, ensuring timely and effective interventions.
Chief Officer for Mental Health and Wellbeing
The Chief Officer for Mental Health and Wellbeing will provide leadership and strategic direction in driving improved mental health outcomes across Victoria. This role will work collaboratively with the Mental Health and Wellbeing Commission, Regional Mental Health and Wellbeing Boards, and other stakeholders to develop and implement policies and initiatives that prioritize mental health and wellbeing.
| Entities Established | Description |
|---|---|
| Mental Health and Wellbeing Commission | An independent entity responsible for overseeing and regulating the mental health and wellbeing system in Victoria. |
| Regional Mental Health and Wellbeing Boards | Local boards responsible for providing leadership and coordination of mental health and wellbeing services within their respective regions. |
| Youth Mental Health and Wellbeing Victoria | An entity dedicated to promoting the mental health and wellbeing of young people in Victoria. |
| Chief Officer for Mental Health and Wellbeing | A leadership role responsible for driving improvements in mental health outcomes and implementing the Mental Health and Wellbeing Act. |
Implementation of the New Act
As the new Mental Health and Wellbeing Act comes into effect, the Department of Health has developed a range of resources to assist with its smooth implementation. These comprehensive resources are available for both the community and the mental health and wellbeing sector, aiming to provide guidance and support during this transition period.
These resources have been carefully designed to ensure that services are responsive to the needs and preferences of individuals in the Victorian community. By offering clear and practical guidance on the Mental Health and Wellbeing Act, these resources help everyone involved in the mental health sector understand their roles and responsibilities.
Whether you are a mental health professional, an employer, or an individual seeking information, these resources cover a wide range of topics relating to the new Act. They provide practical advice on compliance with Mental Health Regulations, strategies for promoting mental health and well-being in workplaces, and guidelines for accessing mental health services.
In addition to written materials, online platforms and interactive tools are also available to assist in navigating the implementation process. These digital resources offer easy access to the information needed to ensure compliance with the new Act and promote mental health and wellbeing across Victoria.
Key Features of the Implementation Resources
The Department of Health’s resources for the implementation of the Mental Health and Wellbeing Act include:
- Guidance documents outlining the key provisions and requirements of the Act
- Checklists for employers to assess their compliance with Mental Health Regulations
- Best practice guides for promoting mental health and wellbeing in various settings
- Online training modules for mental health professionals and organizations
- Interactive tools and self-assessment questionnaires to support individuals in understanding their mental health needs
“These resources aim to foster a supportive environment where everyone understands their rights and responsibilities under the new Act. By providing clear guidance and practical tools, we hope to ensure a smooth and successful implementation of the Mental Health and Wellbeing Act for the benefit of all Victorians.” – Department of Health
| Resource | Description |
|---|---|
| Guidance Documents | Comprehensive documents outlining the provisions and requirements of the Mental Health and Wellbeing Act. |
| Checklists | Practical checklists for employers to assess their compliance with Mental Health Regulations and create mentally healthy workplaces. |
| Best Practice Guides | Step-by-step guides for promoting mental health and wellbeing in diverse settings, such as schools, workplaces, and community organizations. |
| Online Training Modules | Interactive training modules to enhance the knowledge and skills of mental health professionals and organizations. |
| Interactive Tools | Web-based tools and self-assessment questionnaires to help individuals understand their mental health needs and access appropriate support. |
These resources provide valuable support to all stakeholders involved in the implementation of the Mental Health and Wellbeing Act. By equipping individuals and organizations with the necessary knowledge and tools, the Department of Health aims to create a culture of mental health and wellbeing across Victoria.
Public Engagement and Feedback
The development of the Mental Health and Wellbeing Act involved extensive public engagement and feedback. We actively sought input and collaborated with the mental health sector and the community to ensure that the legislation accurately reflected the needs and concerns of the people it seeks to serve.
We employed various strategies to gather feedback and facilitate meaningful discussions. One platform we used was the Engage Victoria website, where individuals could submit their opinions, suggestions, and concerns related to mental health regulations and the Mental Health and Wellbeing Act. This online consultation process allowed us to reach a wide audience and gather a diverse range of perspectives.
In addition to the online platform, we also organized face-to-face activities with the mental health sector and the community. These events included town hall meetings, workshops, and focus group discussions, where participants had the opportunity to share their experiences and provide valuable insights on mental health regulations and the development of the new Act.
Public engagement played an integral role in shaping the Mental Health and Wellbeing Act. Your voices mattered, and we are grateful for the participation and commitment of all those who contributed to this crucial process.
Furthermore, we established a review panel comprising experts from various fields to thoroughly examine the proposed compulsory treatment criteria and decision-making laws. This panel diligently assessed the recommendations and feedback received during the public consultation phase, ensuring a comprehensive review and an evidence-based approach to the development of the legislation.
Public engagement and feedback were instrumental in informing the Mental Health and Wellbeing Act. Your contributions have been invaluable, enabling us to create a comprehensive framework that upholds the mental health rights and supports the well-being of all Victorians.
Summary of Public Engagement and Feedback
| Activities | Engagement Outcomes |
|---|---|
| Online Consultation through Engage Victoria website | Received a diverse range of opinions and suggestions from the public |
| Face-to-face meetings, workshops, and focus group discussions | Enabled direct engagement with the mental health sector and the community, providing valuable insights and lived experiences |
| Review panel assessment | Thorough examination of the proposed compulsory treatment criteria and decision-making laws, incorporating recommendations and feedback from the public |
Government Review and Further Consultation
Following the public consultation process, the Department of Health appointed an independent review panel to make recommendations to the government regarding Victoria’s compulsory treatment criteria and decision-making laws. This review panel consists of experts in the field of mental health and aims to provide valuable insights and guidance for the implementation of the Mental Health and Wellbeing Act.
We understand the importance of gathering diverse perspectives and ensuring that the interests of all stakeholders are taken into account. That’s why the Department of Health is actively seeking input from various individuals and organizations, including people with lived and living experience, clinicians, and the mental health and wellbeing sector. By engaging with these stakeholders, we are striving to develop a comprehensive and inclusive approach to mental health regulation.
This ongoing consultation process will help inform the next phase of implementation and deliver vital advice to the government. By actively involving experts and individuals who have direct experience with mental health challenges, we aim to create regulations that reflect the needs and aspirations of our community.
| Stakeholder Group | Opportunity for Input |
|---|---|
| People with lived and living experience | Public forums, focus groups, and online submissions |
| Clinicians | Consultations with professional associations and organizations |
| Mental health and wellbeing sector | Engagement through workshops, seminars, and written submissions |
Testimonial
The government’s commitment to seeking input from a wide range of stakeholders is commendable. It demonstrates a genuine intention to consider different perspectives and ensure that the regulations align with the needs of the community. As a person with lived experience, I feel empowered to contribute to the shaping of these regulations and make a positive impact on the mental health and wellbeing of others.
– Sarah Thompson, Mental Health Advocate
We firmly believe that by involving all stakeholders, we can establish a robust and effective framework that prioritizes mental health and wellbeing in Victoria. The input received from the independent review panel and various stakeholders will play a vital role in shaping the final Mental Health Regulations and ensuring their successful implementation.
Resources and Support for Employers
As employers, it is crucial to prioritize the mental health and well-being of your employees. To assist you in managing psychosocial hazards and promoting mental health in the workplace, WorkSafe provides a range of valuable online resources. These resources are designed to help you understand the obligations and requirements under the Occupational Health and Safety Act and the proposed Psychological Health Regulations.
WorkSafe’s comprehensive resources cover a wide range of topics, including:
- Identifying psychosocial hazards and their impact on mental health
- Implementing effective risk management strategies
- Creating a positive and supportive work environment
- Recognizing signs of mental distress in employees
- Building resilience and promoting well-being
By utilizing these resources, employers can gain valuable insights and practical guidance on fostering a mentally healthy workplace. It will help you create a culture of well-being that benefits both your employees and your organization as a whole.
Additionally, WorkWell is available to further assist and support employers in preventing mental injury and promoting healthy workplaces. This initiative focuses on enhancing organizational capacity in mental health, providing tailored guidance and resources specific to your industry or sector.
Benefits of Accessing WorkSafe’s Resources and WorkWell Support:
1. Enhanced knowledge and understanding of Mental Health Regulations
2. Improved ability to identify and address psychosocial hazards
3. Effective implementation of risk control measures
4. Creation of a mentally healthy work environment
5. Increased well-being and productivity among employees
6. Compliance with regulatory requirements
7. Access to expert guidance and support throughout the process
No matter the size or nature of your business, taking steps to support mental health is not only essential to your employees’ well-being, but it also makes good business sense. Prioritizing mental health in the workplace can lead to reduced absenteeism, improved employee morale, increased productivity, and a positive reputation as an employer of choice.
WorkSafe’s Online Resources and WorkWell Support
| Resource | Description |
|---|---|
| Psychosocial Hazards Toolkit | A comprehensive guide to identify and manage psychosocial hazards in the workplace. |
| Mental Health and Well-being Policy Template | A customizable template to develop a company-wide mental health policy. |
| Training Programs and Webinars | Interactive training sessions and webinars to educate employers on mental health and well-being. |
| Workplace Mental Health Promotion Kit | Tools and resources to promote mental health and well-being among employees. |
| WorkWell Advisory Service | Expert guidance and support tailored to your specific workplace needs and challenges. |
By utilizing these resources and seeking support from WorkWell, you can confidently navigate the complexities of Mental Health Regulations, implement effective strategies, and create a mentally healthy workplace where your employees can thrive.
Conclusion
The implementation of new Mental Health and Wellbeing Regulations in Victoria’s workplaces is a significant step towards prioritising mental health and well-being. Employers have a responsibility to create a safe and supportive working environment for their employees, addressing psychosocial hazards and promoting mental health awareness. It is crucial for employers to understand and comply with the Mental Health Regulations to ensure the well-being of their workforce.
By proactively managing psychosocial hazards and promoting mental health practices, employers can foster a positive workplace culture that supports the mental well-being of their employees. This includes implementing preventive measures, providing training and resources, and fostering open communication channels to address any concerns or issues related to mental health.
Resources and support are readily available to assist employers in meeting their obligations under the Mental Health Regulations in Victoria. Organizations such as WorkSafe Victoria and WorkWell provide valuable online resources and guidance to help employers manage psychosocial hazards and create healthier workplaces.
As mental health and well-being continue to gain recognition and importance in the workplace, it is crucial for employers to prioritize the implementation of the Mental Health Regulations. By doing so, employers not only fulfill their legal obligations but also contribute to the overall well-being of their employees, creating a happier, healthier, and more productive work environment in Victoria.
FAQ
What are the current employer obligations under the Occupational Health and Safety Act?
Employers in Victoria are required to provide a safe and healthy working environment for their employees, including addressing psychological health issues and promoting well-being.
What do the proposed regulations for psychological health aim to do?
The proposed regulations aim to strengthen the framework for mental health in the workplace and raise awareness of its importance. They specifically address psychosocial hazards that can impact employees’ mental health and well-being.
What responsibilities will employers have under the proposed regulations?
Employers will be required to identify and control psychosocial hazards in the workplace, eliminate risks where reasonably practicable, and implement written prevention plans for certain hazards.
What are the reporting requirements for employers?
Employers with more than 50 employees will be required to submit de-identified reports to WorkSafe Victoria, detailing any reportable psychosocial complaints related to aggression or violence, bullying, or sexual harassment.
What is the Mental Health and Wellbeing Act in Victoria?
The Mental Health and Wellbeing Act is a new legislation aimed at promoting good mental health and well-being for all Victorians. It establishes new roles and entities to prioritize the views and preferences of individuals with mental illness or psychological distress.
What roles and entities are established by the Mental Health and Wellbeing Act?
The act establishes the Mental Health and Wellbeing Commission, Regional Mental Health and Wellbeing Boards, Youth Mental Health and Wellbeing Victoria, and a Chief Officer for Mental Health and Wellbeing to drive the highest possible standards of mental health and wellbeing in Victoria.
Are there resources available to aid the implementation of the Mental Health and Wellbeing Act?
Yes, the Department of Health has developed resources for the community and the mental health and wellbeing sector to provide guidance on the implementation of the new act and ensure that services are responsive to the needs and preferences of individuals.
How was public engagement and feedback involved in the development of the Mental Health and Wellbeing Act?
The Department of Health conducted activities with the mental health sector and the community, including consultation through the Engage Victoria website and a review panel, to gather input and develop the legislation.
What is the next phase of implementation for the Mental Health and Wellbeing Act?
After the public consultation process, the Department of Health appointed an independent review panel to make recommendations to the government. The department will continue to seek input from various stakeholders to inform the next phase of implementation and deliver advice to the government.
Are there resources and support available for employers?
Yes, WorkSafe provides online resources to support employers in managing psychosocial hazards and promoting mental health in the workplace. WorkWell is also available to assist employers in preventing mental injury and promoting healthy workplaces.
How can employers prioritize mental health and well-being in the workplace?
Employers have a responsibility to create a safe and supportive working environment, address psychosocial hazards, and promote mental health awareness. Resources and support are available to assist employers in meeting these obligations and ensuring a healthier work environment.
Source Links
- https://www.vgso.vic.gov.au/new-psychological-health-regulations-victorian-employers-are-expected-commence-year
- https://www.worksafe.vic.gov.au/occupational-health-and-safety-amendment-psychological-health-regulations
- https://www.health.vic.gov.au/mental-health-reform/a-new-mental-health-and-wellbeing-act-for-victoria