As the year draws to a close, many companies take advantage of the December holiday to conduct overhauls, maintenance, or upgrades to their machinery and systems.
While this is essential for operational efficiency, it can place significant stress on the employees involved, especially when these overhauls coincide with a season traditionally associated with rest, family time, and festivities.
Increased workload and not taking breaks can lead to stress and mental health and well-being issues. These are ergonomics risk factors.
With the Ergonomics Regulations in full effect, employers must identify ergonomics risks and determine means to address them.
The Ergonomics Regulations are one of the regulations employers must comply with under the Occupational Health and Safety Act. The employer must protect the health and well-being of their employees.
Likewise, employees can help maintain their mental health by adhering to safety protocols and seeking necessary support.
This post will share practical mental health and well-being tips for employers and employees to ensure they comply with the Ergonomics Regulations regarding identifying ergonomics risks and implementing control measures.
Why Mental Health Matters During the Holidays
December brings a mix of joy and challenges.
For many, it’s a time to reconnect with loved ones and recharge. However, for employees involved in workplace overhauls, the season might mean long hours, increased responsibilities, or working away from home.
This added pressure can lead to:
Increased Stress Levels: Meeting tight deadlines while managing holiday expectations can overwhelm employees.
Burnout: The overlap of professional and personal demands can exhaust mental and emotional reserves.
Loneliness and Isolation: Employees working through the holidays might feel disconnected from their families and social circles.
Poor mental health affects employees' well-being and increases the risk of accidents and errors, jeopardizing workplace safety.
Employer Duties Under the Occupational Health and Safety Act (OHSA) and Ergonomics Regulations
The OHSA emphasizes employers' duty to create a safe and healthy working environment. The Ergonomics Regulations emphasize identifying ergonomic risk factors and implementing control measures.
In this case, mental health is an ergonomic risk factor.
When addressing mental health, the duties of the employer are as follows:
Identifying Workplace Stressors: Employers must assess the risks that could impact employees' mental health, such as long hours, high-pressure tasks, or inadequate breaks. This has been particularly important with the promulgation of the Ergonomics Regulations.
Implementing Preventive Measures: Employers should provide resources, adjust workloads, or schedule shifts to minimize stress.
Providing Access to Support Services: Offering Employee Assistance Programs (EAPs) or mental health counseling is vital.
Training Supervisors: Managers and team leaders should be trained to recognize signs of stress and mental health challenges among employees.
Complying with Regulations: Employers must ensure they meet the standards for workplace well-being outlined by OHSA, including maintaining an environment free from harassment and discrimination.
Practical Tips for Supporting Employee Well-Being and Ensuring Implementation of Ergonomics Regulations Control Measures
Employers can take proactive steps to support their employees' mental health and well-being during the holiday overhaul period:
1. Communicate Clearly and Frequently
Employers need to provide clear communication about:
The overhaul schedule.
The expected workload and timelines.
The support available to employees, such as counseling or wellness programs.
2. Offer Flexible Scheduling
Where possible, implement flexible shifts to allow employees time for personal obligations and holiday activities.
Rotational shifts can prevent fatigue and give employees opportunities to rest.
3. Provide Adequate Resources
Ensure employees have the tools, equipment, and training to perform their tasks safely and efficiently.
Overburdening employees without proper resources can lead to frustration and burnout.
4. Foster a Culture of Appreciation
Recognize and reward employees for their hard work during this demanding time.
Simple gestures like thank-you notes, team lunches, or small holiday tokens can boost morale.
5. Create Rest Spaces
Designate quiet areas where employees can take short breaks to unwind during their shifts.
A calm, comfortable space can significantly reduce stress.
6. Educate About Mental Health
Host workshops or share resources to increase awareness about mental health. Encourage employees to prioritize self-care and seek help when needed.
7. Monitor Workload
Assign tasks equitably to prevent overburdening individuals. Supervisors should regularly check in with employees to ensure they cope well with their responsibilities.
8. Support Social Connections
Organize team-building activities or informal gatherings to strengthen bonds among employees.
This helps combat feelings of isolation and fosters a sense of community.
9. Encourage the Use of Leave Days
If workload permits, encourage employees to take annual leave during the holidays to recharge. Rested employees are more productive and mentally resilient.
Employee Responsibilities for Mental Health and Well-Being in terms of the Ergonomics Regulations
Employees must also maintain mental health, especially during high-stress periods like year-end overhauls.
According to the Ergonomics Regulations, employees are persons who may be exposed to ergonomic risks.
According to the Ergonomics Regulation 4, any person who is exposed or may be exposed to ergonomic risks must obey any lawful instruction given to him or her by the employer or self-employed person or by anyone authorized by the employer or self-employed person regarding:
Using measures to control Ergonomics Risk: Following established safety and operational procedures minimizes risks and reduces unnecessary stress.
Cooperating with the employer in determining the employee's exposure to Ergonomics Risk: Employees should use counseling services, wellness programs, or other support offered by the employer.
Reporting potential ergonomics risks to the health and safety representative or the employer: Employees should feel empowered to voice concerns about workload, stress levels, or mental health issues.
Reporting for medical surveillance: Employees should understand their baseline health conditions.
Information, instruction, and training received: Employees need to implement the information and training they received from the employer to protect themselves from Ergonomics Risk.
Other things need to be doing to reduce exposure to Ergonomics Risk include:
Practicing Self-Care: Employees should prioritize adequate sleep, nutrition, and physical activity. Setting boundaries around work and personal life is crucial.
Supporting Colleagues: Being empathetic and offering support to co-workers fosters a positive work environment.
Final Thoughts
The well-being of employees during the December holiday overhaul period is a shared responsibility.
Employers must create a supportive environment while employees take ownership of their personal health.
Collaboration ensures a safe, productive, mentally healthy workplace, and compliance with the Ergonomics Regulations.
The December holidays are an opportunity for companies to reflect not only on their operational goals but also on the well-being of their most valuable asset: their employees.
By prioritizing mental health and adhering to their responsibilities under the OHSA, employers can ensure that year-end overhauls are completed efficiently while fostering a culture of care and respect.
Employers and employees must embrace the idea that mental health is integral to workplace safety and compliance to the Ergonomics Regulations. Together, they can create an environment where everyone thrives professionally and personally during the holiday season and beyond.
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