Levelling the playing field. A guide to workplace adjustments for mental illness.
Workplace adjustments are a vital tool for creating an inclusive and supportive work environment. They ensure that all employees, including those with mental health conditions, can perform their roles effectively and thrive in their workplace. But what exactly are workplace adjustments, when should they be used, and what does the law say about them in Australia? Let’s dive in.
What Are Workplace Adjustments?
Workplace adjustments are changes or modifications made to the work environment, role, or working conditions to help an employee with a health condition or disability perform their job effectively. These adjustments can be temporary or permanent and should be tailored to the individual’s specific needs.
Examples include:
Flexible work hours.
Reduced workload or extended deadlines.
Providing access to mental health support services (e.g., Employee Assistance Programs).
Adjusting physical workspace or providing ergonomic equipment.
Allowing time off for medical appointments or treatment.
Note: Workplace adjustments must enable the employee to fulfil the inherent requirements of their job. These are the fundamental duties that are essential to the role, and adjustments should be designed to support the employee in meeting these responsibilities.
When and How Should Workplace Adjustments Be Used?
When to Consider Adjustments
Workplace adjustments should be considered when:
An Employee Requests Support: If an employee discloses a health condition, adjustments may be needed to help them manage their role.
Performance is Impacted: If an employee’s performance is affected by a known or suspected health condition, adjustments can help them stay engaged and productive.
Preventative Measures: Proactively offering adjustments can reduce stress or mitigate health issues before they escalate.
How to Implement Adjustments
Initiate a Conversation: Create a safe, private space for the employee to discuss their needs without fear of stigma or judgement.
Assess the Role: Identify which aspects of the role may need adjustment to accommodate the employee’s condition.
Develop a Plan: Collaborate with the employee to create a tailored adjustment plan that addresses their needs while maintaining business continuity.
Monitor and Review: Regularly check in with the employee to ensure the adjustments are effective and make changes as needed.
Legal Framework in Australia
Australian laws require employers to provide reasonable adjustments for employees with a disability or health condition, including mental health conditions. These laws include:
1. Disability Discrimination Act 1992 (DDA)
Under the DDA, employers must not discriminate against employees with a disability and are required to make reasonable adjustments unless doing so would cause "unjustifiable hardship" to the business.
2. Fair Work Act 2009
The Fair Work Act protects employees from adverse action due to a physical or mental disability and allows for flexible working arrangements under certain conditions.
3. Work Health and Safety (WHS) Laws
WHS laws require employers to ensure the health and safety of all workers, which includes providing a safe working environment for employees with mental health conditions.
4. Privacy Laws
Employees are not required to disclose a mental health condition unless it impacts their ability to perform their role safely. Employers must handle any disclosed information confidentially.
Case Study: Applying Workplace Adjustments in an SME
Business Context:
A small construction company with 25 employees notices that one of their supervisors, Liam, has been struggling with severe depression. His productivity has dropped, and he has taken frequent sick days, prompting his manager to reach out for a private conversation.
Step 1: Open Communication
Liam confides that he has been diagnosed with severe depression and is finding it difficult to meet deadlines. His manager reassures him that the company is committed to supporting him and schedules a meeting to discuss adjustments.
Step 2: Identify Adjustments
After discussing his needs, the following adjustments are agreed upon:
Flexible start times to accommodate low-energy mornings.
A reduced workload during particularly challenging periods.
Weekly check-ins with his manager to address any concerns.
Access to the company’s Employee Assistance Program for counselling sessions.
Step 3: Implementation and Monitoring
Liam’s manager implements these adjustments and monitors their effectiveness. After a few weeks, Liam reports feeling more supported and is better able to manage his workload. The team also notices an improvement in his engagement and mood.
Outcome:
The adjustments allow Liam to stay employed while managing his condition, and the company retains a valued team member. The proactive approach fosters a culture of care and openness, benefiting all employees.
The Bigger Picture
Providing workplace adjustments isn’t just a legal obligation—it’s a cornerstone of a healthy and inclusive workplace. By supporting employees during tough times, businesses can retain talent, boost morale, and enhance overall productivity.
Let’s continue to build workplaces where employees feel empowered to seek support and where adjustments aren’t seen as a burden but as a way to help everyone succeed.
Need support implementing workplace adjustments? Feel free to reach out or share this article with your team to start the conversation.