Managing Employee Health and Safety in the Workplace

Fitness for Work is broad and deals with the relationship between a worker and their ability to do accomplish their role in the job safely and competently

Legal obligations Health and Safety at Work (General Risk and Workplace management regulations) 2016 Health and Safety at Work Act 2015

The Why People are our most important asset Help to reduce the risk of exposure of injury or illness to our people Ensure we are communicating the demands of the role to prospective employees so there is a clear understanding of requirements. Raise awareness and understanding of holistic wellbeing for general wellness

The What A functional job description should define what the role requires physically include movements that will be encountered physical requirements i.e. lifting ability bending, twisting, turning, climbing, repetitive actions Functional job descriptions can also be used by medical providers to assist with injury management/return to work ability. Develop fit for purpose pre-employment medicals and annual health monitoring Provide access to tools and services that are able to be utilised for mental wellness.

How Health risk assessment to be used during recruitment phase right through employment to understand the risk exposures of the role (includes physical capacity) HRA to be based on the functional job description for each role which is developed by a health professional Designed to assess the holistic capabilities of an individuals fitness for work

How - Understanding the role Engaging with the employee regarding physical risks and how best to manage them, get the Worker buy in. Early education and intervention around discomfort pain or injury Provide relevant tools and process to support safe outcomes Listen to employee suggestions Encourage regular breaks, work station assessments, staying hydrated etc Monitor and review of work processes with the employees. Ask better questions

Providing Options when the role does not fit the employee Give consideration to alternatives when the role no longer suits the employee changing their hours of work modifying their duties giving them a different job providing training opportunities trying a different workplace a combination of these options.

Approaching Mental Health

Wellbeing calendar

Wellbeing at Work Are you feeling good and functioning well? Mental Heath Foundation 5 ways to wellbeing Connect Be active Take notice Keep learning Give https://www.mentalhealth. org.nz/home/our- work/category/42/five- ways-to-wellbeing-at-work- toolkit

Awareness Focus through HSE meetings Internal communication of fresh air challenge or Aotearoa bike challenge etc Hold healthy work seminars Subsidies to encourage physical activity such as gym or sports memberships, active travel etc Education and promotion of health related topics, i.e. skin checks, nutrition advice etc

Implications of not dealing with fitness to work Safety at work, errors in judgment, injuries, mental stress Direct costs: . cost of replacement labour, absent employee s salary, overtime incurred by staff covering the absent employee. Indirect costs: additional stress on other staff who are covering absent employees, reduced productivity and customer service, time taken for a replacement to learn the role and become productive, training and support to other staff.

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