Mental health and psychological injuries have become a significant and growing concern for Australian workplaces. In 2022-2023 over 10% of workers’ compensation claims were made for primary psychological injuries, a 3.6% growth from the decade before. In light of these findings, Safe Work Australia commissioned an independent study conducted by Monash University to examine what factors contribute to an injured worker developing a secondary psychological injury.
To help employers and workers implement measures to help address the growth in psychological related injuries, the research sought to better understand:
- What a secondary psychological injury is.
- The main drivers contributing to its development.
- The role of stakeholders.
- Available screening tools.
- Further insights into modifiable aspects.
- Evidence-based recommendations for prevention and support.
Insights revealed from the report will help to inform initiatives delivered under the National Return to Work Strategy, support recovery and return to work outcomes for injured workers.
What is a secondary psychological injury?
Notably, the definition of what a secondary psychological injury is has varied throughout different state legislation. The findings proposed by Monash University seek to establish a clear definition that applies across the nation. Within the context of Australian workers’ compensation, secondary psychological injuries:
- May be characterised by new or worsening psychological symptoms after a workers’ compensation claim begins.
- Can be influenced by multiple factors (e.g. personal, workplace and healthcare).
- Can develop from an isolated event gradually over time, with the risk increasing throughout the claim process.
- Commonly involves symptoms such as anxiety and depression.
- Can significantly affect a worker’s ability to function, their recovery and work.
- Doesn’t require a formal mental health diagnosis or legislative injury classification.
Why do these injuries occur?
Research shows that workers may be at an increased risk of developing a secondary psychological injury after a workplace injury or illness has occurred. In such cases, workers who have experienced a workplace injury or illness often have a diminished capacity to manage stress than before their injury, making them more vulnerable to subsequent injuries. The main contributing factors identified to causing secondary psychological injuries are:
Person-related Factors
- Traumatic mechanisms of an accident or injury.
- Financial stress.
- Lower socioeconomic status.
- Lower education levels.
- Pre-existing mental health conditions.
- Poor general health.
- Pre-injury substance abuse.
- Low self-esteem.
- Being young.
- Being female.
Employer Factors
- Occupational injury types.
- High job stress.
- Specific industries (e.g. public safety).
- Stressful interactions.
- Long work hours.
- Not returning to work.
- Failed return to work outcomes.
- Response of direct line managers or supervisors.
Compensation System
- Complexities in navigating the system.
- Delays in the claims process and approvals.
- Lack of support.
- Power imbalances.
- Perceived injustices.
- Interpersonal justice.
- Low perceptions of information.
- Long duration claims.
Healthcare Factors
- Over medicalising.
- Stressful interactions with healthcare professionals.
- Accessing psychological services.
Why this matters for employers
Secondary psychological injuries can significantly affect a workers recovery timeline, return to work success, and claim outcome. Research shows that when psychological complications arise, workers are more likely to experience prolonged absences and reduced work capacity. For employers, it is important to integrate early intervention measures, be supportive and have proactive management throughout the recovery process.
Key Recommendations for Employers
Employers play a vital role in preventing secondary psychological injuries and supporting recovery after an injury or illness at work. The following recommendations from the report outline practical and necessary steps that organisations can take to better support their workers and achieve better recovery outcomes.
- Reduce uncertainty for injured workers by providing clear and consistent communication about return-to-work expectations, timeline and next steps throughout the recovery process.
- Limit repetitive and unnecessary requests for information to the injured worker as the additional administrative burden can worsen psychological distress over time. It is important to coordinate with key stakeholders to minimise duplication and streamline processes.
- Implement risk screening and ongoing monitoring measures to identify early signs of psychological risk. Proactive approaches such as psychological health monitoring and pre-employment health assessments can help organisations detect vulnerabilities early and support prevention strategies.
- Provide additional support during the workers’ compensation process by maintaining regular, supportive contact and ensuring workers feel connected to the workplace whilst they are recovering.
- Educate and provide training to managers, supervisors and workers on how to identify and respond appropriately to signs of poor mental health.
- Review the effectiveness of current psychological interventions by evaluating your return-to-work outcomes, support strategies and recovery pathways to ensure that you are receiving positive and sustainable results.
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Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at https://www.safeworkaustralia.gov.au/