On-the-job psychosocial risk factors may contribute to more than 800,000 worker deaths globally each year due to cardiovascular disease and mental health disorders, according to recent research from the International Labor Organization.

The report, The psychosocial working environment: Global developments and pathways for action, analyzed the harm that can be caused by poor work design; poorly organized and managed work; and inadequate policies, practices and procedures for employee health and safety.

Psychosocial hazards tied to these inefficiencies include:

• Job strain
• An imbalance between effort and reward
• Job insecurity
• Long working hours
• Bullying and harassment

 “Pressures at work”

Adverse health conditions tied to these hazards were responsible for more than 840,000 worker deaths annually, according to the report.

 “This is because of pressures at work,” said Manal Azzi, team lead on OSH policy and systems at ILO.

Long working hours, associated with increased risk of cardiovascular disease and stroke, are a significant psychosocial risk. More than one in three workers (35%) work more than 48 hours a week, according to the ILO. The reports states 23% of employees have experienced at least one form of violence in their working life, often harassment and bullying. Almost one in five employees (18%) have experienced psychological violence.

More than one-third of employers, (37%) have “concrete plans” to improve collecting statistics on psychosocial risks and mental health at work in the next five year, according to the report.

There are no regulations in the U.S. on psychosocial risk and prevention. The report calls for occupational safety and health policies and laws to specifically address preventing psychosocial risks, rather than focusing on outcomes such as mental health at work.

Risk evaluation

The report states that effective implementation of psychosocial risk preventions requires a combination of enforcement, practical guidance, tools and capacity building, particularly for small and medium-sized enterprises, and clearer communication and stronger institutional coordination.

Researchers said assessing risks and preventing them from growing is the “central objective” for employers. They suggest prioritizing organizational interventions such as workload management and, when necessary, using “immediate intervention” for cases of harassment and violence.

“Although not all psychosocial hazards can be fully eliminated, the associated risks can often be reduced by improving work design, organization and management,” the report states. “This includes reviewing workload, task allocation, supervision and other elements of the working environment, while strengthening workers’ capacity to recognize and respond to risks.”

Psychosocial hazards are not always directly observable, the report states. It recommends assessments should draw on multiple sources of evidence, such as organizational data, human resources records and worker surveys.

Risk evaluation should consider the duration, frequency and cumulative nature of exposure, as many psychosocial risks develop gradually.

To better understand psychosocial risks, the report proposes three interrelated levels of focus in the working environment:

1. First, the nature of the job itself, including demands, responsibilities, alignment with workers’ skills, access to resources, and the design of tasks in terms of meaning, variety, and skill use. 
2. Second, how work is organized and managed, covering role clarity, expectations, autonomy, workload, work pace, and supervision and support.
3. Third, the broader workplace policies, practices and procedures that govern work. These include employment and working time arrangements, the management of organizational change, digital monitoring, performance and reward processes, OSH policy and management systems, procedures to prevent violence and harassment at work, and mechanisms for worker consultation and participation. 

The report emphasizes that psychosocial risks arise from these elements and can be prevented through organizational approaches that address their root causes.

“Improving the psychosocial working environment is essential not only for protecting workers’ mental and physical health, but also for strengthening productivity, organizational performance and sustainable economic development,” said Azzi.