Expanding the EHS Lens: Recognizing Psychosocial Risk at Work

For decades, Environmental, Health, and Safety (EHS) programs have focused on identifying and controlling workplace hazards that can cause physical injury or illness. While those hazards remain critically important, many organizations are recognizing that worker well-being extends beyond physical safety alone. 

Today, a comprehensive EHS approach considers not only whether employees are protected from physical and environmental hazards, but also whether the way work is designed, managed, and communicated supports overall health and well-being. 

This broader perspective aligns with the National Institute for Occupational Safety and Health (NIOSH) Total Worker Health® program, which encourages organizations to integrate workplace safety with policies, programs, and practices that promote worker well-being. The program emphasizes that work design, organizational culture, and working conditions can influence both physical and psychological outcomes. 

Understanding the psychosocial hazards

Psychosocial hazards are workplace conditions that may affect how people experience work and how effectively they can perform their jobs. These conditions do not exist separately from traditional safety concerns. In many cases, they can influence employee engagement, communication, decision making, and overall job performance.

Examples of psychosocial hazards may include:

• Long or irregular working hours 
• Shift work and fatigue-related challenges 
• Poor role clarity 
• Inadequate communication 
• Workplace violence or threats of violence 
• Bullying, harassment, or workplace incivility 
• Organizational change and uncertainty 
• Excessive workload or staffing challenges

As organizations assess these factors, the question becomes more than simply, “Is the physical hazard controlled?” It also becomes, “Are there aspects of the work environment or work organization that may affect how effectively people can work safely?”

Applying the EHS framework

One reason psychosocial hazards fit naturally within EHS programs is that they can be approached using the same principles commonly applied to other workplace risks:

• Anticipate potential hazards 
• Recognize conditions that may contribute to risk 
• Evaluate the potential impact on employees and operations 
• Implement practical controls and preventive measures 

Addressing psychosocial risk does not require EHS professionals to become counselors or mental health providers. Instead, EHS professionals can help organizations identify workplace conditions that may contribute to risk and connect those findings to broader organizational resources and solutions. 

This approach allows EHS teams to contribute their expertise in hazard identification, risk assessment, prevention strategies, and continuous improvement while partnering with other groups across the organization. 

Creating a stronger safety culture

Leadership, communication, workload management, staffing, organizational expectations, and workplace culture can all influence psychosocial risk. Organizations with strong safety cultures encourage employees to ask questions, raise concerns, and communicate potential hazards before they lead to incidents. When workers feel comfortable speaking up, organizations gain valuable opportunities to identify concerns early and address underlying issues. 

At Terracon, principles such as stop work authority, near miss reporting, pre-task planning, and open communication reinforce the importance of employee involvement in hazard recognition and risk reduction. These practices help create an environment where concerns can be elevated and addressed before they become larger challenges.

A collaborative opportunity

Addressing psychosocial risk is not the responsibility of one department alone. EHS, industrial hygiene, occupational health, Human Resources, and organizational leaders all play important roles in identifying risks and creating healthier work environments. 

As organizations continue to expand their view of workplace safety, psychosocial risk presents an opportunity to strengthen safety culture, support worker well-being, and improve overall organizational performance.