Supporting Mental and Physical Health in a Changing Workplace
As the nature of work evolves, so too does the role of Human Resources. From hybrid work environments and rising psychological stress, to compliance with national frameworks like Safe Work Australia’s Work Health and Safety Strategy 2023–2033, today’s HR teams are facing a broader remit than ever before.
Whether it’s guiding employees through illness or injury, promoting psychological wellbeing, or shaping a safe and responsive workplace culture, the HR role in health and safety is pivotal. But it’s not a role HR needs to shoulder alone—it’s about collaboration, communication, and knowing when to bring in expert support.
This article explores the key responsibilities HR holds in workplace health and safety, and how HR professionals can become catalysts for better outcomes—both for employees and the organisation.
Understanding the Scope of HR’s Role in Health and Safety
The HR role in safety and wellbeing goes well beyond compliance. It touches on:
- Employee wellbeing and mental health
- Injury management and return to work (RTW)
- Building a psychologically safe culture
- Training and upskilling managers
- Liaising with clinical and rehabilitation professionals
HR sits at the complex intersection where strategy and people meet. This unique positioning allows HR teams to influence leadership decisions, connect frontline managers with appropriate support, and advocate for early intervention when issues arise.
What Can HR Do When an Employee is Sick or Injured?
Workplace health issues come in many forms: work-related or personal, physical or psychological, or often, a blend of both. HR professionals don’t need to diagnose or treat these conditions—but they do play a central role in navigating next steps.
Steps HR Can Take:
- Ensure early, empathetic contact is made within the first day following an injury
- Support managers in maintaining regular, clear communication with affected staff
- Refer to a Return to Work Coordinator, where available
- Involve external experts—such as Occupational and Environmental Physicians (OEPs) or Workplace Rehabilitation Consultants—to provide clarity and direction
- Keep accurate records while respecting privacy and medical confidentiality
- Monitor progress, not just on recovery but on reintegration into the team or role
Communication: The Core of Successful Injury Management
One of the biggest barriers to effective return to work is poor or inconsistent communication. Research consistently shows that early and regular contact improves recovery and return-to-work outcomes.
But this is more than a tick-box exercise. It’s about genuine, supportive communication that helps the employee feel valued, understood, and safe to share concerns.
What HR Can Do:
- Coach managers on how to initiate and sustain effective conversations
- Ensure regular check-ins with injured workers—by the manager, not just HR
- Provide clarity on available support and next steps
- Set expectations across the business around consistent, compassionate contact
Helping Managers Have Difficult Conversations
It’s not uncommon for managers to feel uncertain when addressing issues like mental health concerns or workplace injuries. This is especially true when emotions are high or the worker believes the organisation is at fault.
A manager may notice that a staff member seems withdrawn, overwhelmed, or ‘not themselves’. They may be approached with concerns or disclosures about stress, anxiety, or burnout.
Where HR Can Assist:
- Deliver training on psychological safety and supportive leadership
- Equip managers with scripts or templates to guide sensitive conversations
- Offer real-time coaching or role-play scenarios to build confidence
- Reinforce that early conversations are not about blame, but about support and problem-solving
The ability to talk openly and supportively is a skill; one that can be developed with the right guidance from HR.
Building a Supportive Workplace Culture: HR’s Strategic Influence
HR has a seat at the leadership table. That seat comes with the opportunity – and responsibility – to shape culture from the top down.
A supportive health and safety culture is not reactive. It’s proactive. It promotes early identification of risks, values psychological wellbeing, and empowers managers to act with confidence.
HR’s Influence at the Executive Level Includes:
- Advocating for investment in mental health initiatives and manager training
- Encouraging the use of wellbeing data (e.g., surveys, EAP usage) to inform strategy
- Aligning policies and procedures with national guidelines, including Safe Work Australia’s WHS Strategy
- Promoting early intervention programs and consistent reporting structures
- Normalising conversations about stress, burnout, and workplace psychosocial hazards
When leaders visibly support health and wellbeing initiatives, it sends a clear message: this is a workplace that values people.
Who Can HR Turn to for Support?
The HR role in health is important, but it doesn’t operate in isolation. Knowing when to bring in specialist input can prevent issues from escalating and lead to better outcomes for everyone involved.
Key Experts HR Can Engage:
- Return to Work Coordinators: Help navigate workplace adjustments and reintegration
- Occupational and Environmental Physicians: Provide medical clarity, assess work capacity, and collaborate with treating doctors
- Occupational Rehabilitation Providers: Offer coaching, functional assessments, and communication with all stakeholders
- Employee Assistance Program (EAP) Providers: Deliver short-term psychological support
- Legal or WHS Consultants: For advice on policy, compliance, and complex cases
Collaborating with these professionals ensures that the organisation is making informed, legally compliant, and solution-centred decisions.
HR’s Evolving Role in Health and Safety
The HR role in health and safety is growing in both complexity and impact. As workplaces continue to face challenges around mental health, stress, and injury management, HR professionals are uniquely positioned to lead change.
By investing in strong communication practices, supporting people leaders, and championing early intervention, HR can help build healthier, safer, and more engaged workplaces.
It’s about getting the balance right—between empathy and process, compliance and care. And it’s about knowing you don’t have to do it alone. Get in touch with Phoenix Occupational Medicine to explore solutions today.
