Psychological Health and Safety (PHS) programs are more than policies. They are the foundation for creating workplaces where every employee feels safe, welcome and included. At their core, these programs aim to foster a culture of trust and belonging, reducing risks that can harm mental health and overall well-being.
Why is this so important? Because psychosocial hazards such as excessive workload, unclear roles, harassment or lack of support can silently erode employee engagement, productivity and health. Left unchecked, these hazards create “drains” in the workplace ecosystem, increasing stress and the risk of mental harm. Identifying and addressing these hazards early is not just a compliance exercise; it’s a strategic investment in human potential and organizational resilience.
The value of hazard identification
Hazard identification is the diagnostic stage of a PHS program. It answers the question: Where are the risks to psychological and physical well-being in our workplace? This process uses data from PHS assessments and risk evaluations to pinpoint hazards that could compromise safety and inclusion.
By naming and classifying hazards – whether organizational, environmental or interpersonal — you create clarity and accountability. This clarity enables leaders to move beyond vague intentions and take targeted actions.
Hazard identification drives culture change
The ultimate outcome of a PHS program is cultural: a workplace where employees feel valued and protected. Hazard prevention is the tactical engine that drives this outcome. It translates principles into practice through structured steps that:
eliminate hazards where possible
apply employer-level controls
empower employees
monitor effectiveness
This approach ensures that interventions are not random but systematic, measurable and sustainable.
Five-step hazard control decision tree
This practical tool guides leaders and teams through a logical process, from defining hazards to implementing controls and evaluating impact. It’s designed to simplify decision-making while reinforcing continuous improvement through the Plan-Do-Check-Act (PDCA) cycle.
Step 1: Define the hazard
Based on the workplace PHS assessment and hazard prevention program risk assessment, identify the psychosocial hazard that poses a risk to employees’ psychological and physical well-being.
Hazard Name:
Hazard Type: ☐ Organizational ☐ Environmental ☐ Interpersonal
Risk Level: ☐ Low ☐ Moderate ☐ High
Step 2: Can the hazard be eliminated?
☐ Yes → Eliminate the hazard.
Document the change.
Monitor outcomes ( e.g., pulse surveys, incident reports).
Evaluate benefits using PDCA (Plan-Do-Check-Act).
☐ No → Proceed to the control options below.
Step 3: Employer control options
Evaluate organizational-level interventions to reduce or mitigate harm. For each of the following, determine if there are actions you can take to mitigate the hazards.
A. Policy and procedure
☐ Will a new or revised written policy/procedure help?
Example: Anti-harassment policy, workload guidelines.
B. Work design and administration
☐ Will changes in work organization, assignment or administration help?
Example: Role clarity, workload balancing, flexible scheduling.
C. Environmental factors
☐ Will changes to equipment, technology, ergonomics or climate controls help?
Example: Noise reduction, lighting, digital wellness tools.
D. Leadership behaviour
☐ Will leadership behaviour changes help?
Example: Training in inclusive leadership, psychological safety coaching.
E. Workload expectations
☐ Will clarifying workload expectations help?
Consider:
Staffing levels and resource adequacy
Expectations around planned, ad hoc and project work
Clear prioritization of tasks
Boundaries around hours worked and overtime norms
Step 4: Employee control options
For each of the following, determine if there are actions that employees can take to mitigate the hazard.
A. Awareness and training
☐ Will awareness education (e.g., stigma reduction) or prevention training (e.g., resilience, coping skills) help?
B. Peer support
☐ Will peer support programs help?
Example: Trained peer listeners, mental health champions
C. Technology enablement
☐ Can technology (e.g., AI tools) help mitigate workload?
Examples:
AI-assisted task assignment and prioritization
Digital tools for habit formation and microlearning
Ergonomic or scheduling apps to support well-being
Mental health supports that are digitally driven
D. Employee feedback
☐ Is there a mechanism for employees to provide feedback on prevention and support programs, PHS hazards and program evaluation?
Ensure:
Feedback is inclusive and representative
Programs are evaluated for effectiveness across diverse employee groups
Adjustments are made based on feedback
Note: For all “Yes” responses for employer and employee controls, define:
Target audience and delivery method
Success indicators (e.g., participation rates, feedback)
Integration with existing wellness programs
PDCA cycle to monitor effectiveness
Step 5: Implementation and evaluation
For all selected controls:
Develop a project plan with clear ownership.
Apply change management principles.
Communicate purpose, benefits and expectations.
Use PDCA to ensure controls are effective and sustainable.
Schedule pulse checks and audits to evaluate the impact.
Culture doesn’t happen by chance; it is built through deliberate, tactical actions. One of the most critical steps in this process is hazard identification and prevention. By following five-step decision tree you can turn hazard identification into meaningful actions that protect psychological health and strengthen workplace culture.
Get to know the authors – Dr. Bill Howatt