Psychosocial hazards are work-related factors that have the potential to cause psychological harm.

Fruit and vegetable growers across Western Australia are no strangers to pressure.

TIGHT harvest windows, unpredictable weather, labour shortages and long days in the heat all come with the territory.

But alongside the physical demands of horticulture, there is another set of risks that can affect both workers and business performance — psychosocial hazards.

Under the Work Health and Safety Act 2020 and Work Health and Safety (General) Regulations 2022, growers must manage psychosocial risks just as they would any other risk to health and safety.

The Code of Practice Psychosocial hazards in the workplace (2022) provides guidance on how to identify, assess and control these risks.

Understanding psychosocial hazards on farms

Psychosocial hazards are work-related factors that have the potential to cause psychological harm.

The Code of Practice identifies common hazards such as high job demands, low job control, inappropriate and unreasonable behaviour and remote or isolated work, all of which can occur in fruit and vegetable production.

In horticulture operations, the following hazards often arise from the unique pressures of seasonal production:

• High job demands — fast paced picking and pressure to meet market deadlines combined with early starts, long hours, repetitive or monotonous tasks or hot conditions

• Low job control — limited ability for workers to vary the pace or take breaks

• Remote or isolated work — workers spread across large blocks of land or working alone

• Inappropriate and unreasonable behaviour — communication challenges, workplace conflict, bullying or aggression

• Job insecurity — seasonal work, short term or casual work arrangements

Practical controls growers can put in place

The Code of Practice outlines a range of control measures that can be adapted to horticulture. Most are simple, low cost and easy to integrate into daily operations.

Examples include: Work organisation

■ Plan rosters to avoid excessive hours during peak periods

■ Provide adequate rest breaks, especially in hot weather

■ Rotate tasks to reduce monotony and physical strain

Communication

■ Use clear instructions, visual aids or multilingual signage

■ Hold short daily briefings during high pressure or peak-season periods

■ Make sure workers know who to speak to if they have concerns

Supervision and support

■ Provide accessible supervision for new or inexperienced workers

■ Check in regularly with isolated workers

■ Address conflict or inappropriate behaviour early

Fatigue management

■ Provide shaded rest areas and drinking water

■ Adjust work times during extreme heat

Workers’ accommodation (if provided by the employer)

■ Ensure the accommodation is suitable for the number of people housed

■ Ensure the premises are in good repair and regularly cleaned

■ Implement a clear process for reporting issues

“ In addition to impacting mental health, these hazards can affect concentration, decision making and physical safety, and can contribute to turnover, absenteeism and reduced productivity. ”

Why effective systems make a difference

Managing psychosocial risks supports workers’ health and safety, reduces turnover and helps maintain productivity when it matters most.