Fit For Duty Awareness – Psychological/Psychosocial
| Purpose |
Protecting Workers from hazards associated with psychological and psychosocial impairment, including fatigue, mental health conditions and stress. Ensuring Workers are mentally and emotionally fit to perform their duties safely and effectively is critical to workplace safety. |
| Definition |
Fit for Duty Awareness is the ongoing assessment and recognition of psychological and psychosocial factors that may impact safety, performance and interpersonal interactions at the workplace. Psychological and psychosocial impairment refers to reduced mental or emotional capacity that can affect a worker’s ability to perform work safely. This may include stress, burnout, anxiety, depression, trauma, and fatigue. |
| Hazards
This list of potential hazards is not comprehensive. Workers are required to complete a Hazard Assessment prior to starting this task to ensure all hazards are identified and controlled.
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Physical:
- Slips/Trips due to inattention or delayed reaction
- Poor coordination/slower reaction times resulting in injury
Psychosocial:
- Stress/Fatigue
- Error in judgement leading to injury
- Decreased memory/attention to the task causing injury
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| Controls |
Administrative:
- Employee Family Assistance Program (EFAP)
- Education and Training on coping mechanisms
- Regular Check-Ins with Management
- Encouragement to report impairment early
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| Work Site Supervisory Responsibility |
Do
- Monitor Workers for signs of fatigue or distress.
- Initiate confidential conversations if psychological impairment is suspected. This could include the involvement of your Regional HRBP.
- Support modifications to the workload, if required.
- Address workload issues to reduce stress, fatigue, and/or burnout.
- Encourage the use of EFAP or other resources.
- Promote a positive, respectful and inclusive work environment
Do not
- Dismiss mental health or fatigue concerns brought to your attention.
- Allow Workers to continue tasks if they appear to be impaired by fatigue or distress.
- Ignore signs of burnout, fatigue, isolation, or changes in behaviour.
- Stigmatize or gossip about individuals who are facing psychological or psychosocial challenges.
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| Worker Responsibility |
Do
- Self-monitor and communicate any concerns regarding fatigue, stress or mental well-being to your Supervisor or Regional HRBP.
- Schedule rest breaks often, to allow for a rest period.
- Support your co-workers by promoting awareness and empathy.
- Use the resources provided, including the EFAP Program.
- Report psychological hazards and stressors in the workplace to your Supervisor, Regional Health and Safety Manager or to your Regional HRBP.
Do not
- Work while excessively fatigued or emotionally distressed.
- Ignore symptoms of burnout, isolation, fatigue or changes in behaviour.
- Allow workplace culture to discourage conversations about mental health.
- Continue working if you or a co-worker may be unsafe due to psychological factors.
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