Workplace warning signs

Workplace warning signs

People in the workplace are generally aware of a problem prior to a claim being made because the employee has talked to their supervisor, or that person's manager, or has taken unplanned leave prior to making a claim.

There is often an opportunity to reduce the incidence of claims by monitoring attendance records, and by training managers and supervisors to identify and respond to the early warning signs and to understand the importance of their role in the prevention of these claims.

Warning signs include:

• the rate of unplanned absences - many employees will attempt to manage stress through the use of sick leave and other types of leave. Research shows that employees who make stress claims generally take two to four times more unplanned leave than other employees prior to making a workers' compensation claim

• other accident and injury records. Due to the perceived stigma associated with stress claims, stress issues may emerge as claims for physical injuries, and employees under stress may be more likely to injure themselves. Acute stress reactions lead to increased muscular tension which, combined with static work posture or repetitive movements, can contribute to occupational overuse syndrome (OOS)

• levels of conflict in the workplace - the use of grievance procedures and harassment claims can provide indicators of interpersonal conflict

• decline in performance. While performance problems are often associated with stress claims, they may be a symptom rather than a cause. Identifying the claim's cause may be complicated by the fact that workers who are experiencing stress will tend to 'disengage' or withdraw from the workplace leading to a decline in performance

• increased use of staff support services (such as employee assistance programs or counselling services) or feedback from such services. An increase in alcohol and drug abuse, workplace conflict and harassment issues can be indicators of workplace stress

• dissatisfaction expressed through employee opinion surveys, particularly in relation to issues such as workloads, participation in decision making, management support and goal clarity, and

• workers' compensation claims.