Part Job insecurity - Work Health and Safety (Managing Psychosocial Hazards at Work) Code of Practice 2024 - Job insecurity

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Job insecurity

Note: Some of these examples of hazards may not create psychosocial risks on their own but may do so if combined with other hazards. Some hazards may only create risks on their own when severe. Consider all hazards present and the circumstances to determine what is reasonably practicable to manage the risks.

Job insecurity may include:

Work that involves uncertainty over the extent and length of their employment, such as casual, labour hire or rolling fixed-term contract work.
Workers coming to work sick or injured (presenteeism) to maintain a positive impression with the employer so as to secure future shifts and employment contracts
No paid leave, leading to presenteeism
Workers taking on more hazardous job tasks
Workers do not have control over their pay and work process
Workers performing extended hours of work when jobs are available
Ongoing fatigue when long hours of labour are on offer or required, and
Isolated work resulting in physical and social isolation

Controlling Job insecurity

Note: These are examples only. You must identify and implement control measures that eliminate or minimise the risks in your workplace, so far as is reasonably practicable.

Job/work design	- Consult and provide advance notice of work arrangements.- Implement consultation arrangements to regularly discuss the work and any changes impacting workers usual work hours or arrangements.
Reducing job insecurity	- Where reasonably practicable, avoid insecure, precarious and contingent work arrangements (e.g. move long-term casual or fixed-term workers to permanent, ongoing employment contracts).- Review and adjust employment agreements and entitlements to enable more stable and secure employment opportunities.- Plan any regular additional work hours or changes to work in advance with workers (e.g. if additional hours are usually required during peak season, plan this in advance with workers).- Involve insecure workers in organisation decision-making processes and encourage questions about their employment status.
Safe work systems and procedures	- Create an environment where workers feel they do not need to always maintain a positive impression with the employer to secure shifts or employment contract.- Provide mechanisms for workers to report issues, raise concerns or appeal workplace decisions. This may include anonymous surveys or reporting.- Ensure you attribute work correctly and ensure the right workers receive recognition for achievements.- Provide systems to protect workers who raise safety concerns from discrimination (Sections 104-109 of the WHS Act prohibit discriminatory, coercive or misleading conduct).- Provide leadership and supervision that supports workers to provide input regarding work hours and arrangements.

Job/work design

- Consult and provide advance notice of work arrangements.- Implement consultation arrangements to regularly discuss the work and any changes impacting workers usual work hours or arrangements.

Reducing job insecurity

- Where reasonably practicable, avoid insecure, precarious and contingent work arrangements (e.g. move long-term casual or fixed-term workers to permanent, ongoing employment contracts).- Review and adjust employment agreements and entitlements to enable more stable and secure employment opportunities.- Plan any regular additional work hours or changes to work in advance with workers (e.g. if additional hours are usually required during peak season, plan this in advance with workers).- Involve insecure workers in organisation decision-making processes and encourage questions about their employment status.

Safe work systems and procedures

- Create an environment where workers feel they do not need to always maintain a positive impression with the employer to secure shifts or employment contract.- Provide mechanisms for workers to report issues, raise concerns or appeal workplace decisions. This may include anonymous surveys or reporting.- Ensure you attribute work correctly and ensure the right workers receive recognition for achievements.- Provide systems to protect workers who raise safety concerns from discrimination (Sections 104-109 of the WHS Act prohibit discriminatory, coercive or misleading conduct).- Provide leadership and supervision that supports workers to provide input regarding work hours and arrangements.

Job insecurityJob insecurity

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