A recent survey of more than 1,025 Australian workers revealed that 62% of employees have experienced aggression from customers, 44% from colleagues, and 35% from managers. Nearly one in two survey respondents reported receiving zero support after incidents of workplace aggression. The survey, undertaken by the company Sonder, also showed that employees expect organisations to make mental health a priority, with 92% of respondents considering it important for their next employer to offer mental wellbeing support. This is not a localised view. Businesses worldwide increasingly recognise that psychosocial hazards can negatively impact individual health, safety, and well-being, as well as organisational performance and sustainability. For workers, the consequences of psychosocial hazards have been described as poor health and associated conditions (e.g., cardiovascular disease, musculoskeletal disorders, diabetes, anxiety, depression, sleep disorders) and connected poor health behaviours (e.g., substance misuse, unhealthy eating), plus reduced job satisfaction, commitment, and productivity. For businesses, the consequences include increased costs due to absence from work, turnover, reduced product or service quality, recruitment and training, workplace investigations and litigation, as well as reputational damage.2 To manage this significant risk to individuals and businesses the World Health Organization recently released its first-ever guidelines on mental health at work. These guidelines provide evidence-based global public health guidance on organisational interventions, manager and worker training, and individual interventions for the promotion of positive mental health and prevention of mental health conditions. Additionally, last year The International Standard for Organization (ISO) released ISO 45003, the first global standard that provides specific guidance on the management of psychosocial hazards and risks in a manner consistent with other health and safety risks in the workplace. The standard also provides practical guidelines on how to monitor the mental health of workers, to include them in plans to create a safer workplace and encourage participation in the process of reporting.2 ISO believes organisations that effectively manage psychosocial risk using standards can benefits from improved worker engagement, enhanced productivity, increased innovation, and organisational sustainability.2 Are You Ready to Boost Productivity? At The Ayers Group, our experts are on hand to reduce your administrative load and streamline processes, leaving you free to focus on opportunities to boost workplace productivity. Our services include customised payroll solutions, payroll financing, contractor management, support for visa applications and on-hire arrangements, to name a few. Contact us today to find out more.