- May 26, 2024
- Posted by: legaleseblogger
- Category: Related News
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## Should workplaces take ‘reasonable measures’ to support an employee with PTSD under Victorian workplace legislation?
Under Victorian workplace legislation, it is crucial for workplaces to provide supportive measures for employees who disclose they have Post-Traumatic Stress Disorder (PTSD). While some may debate whether PTSD qualifies as a disability, it is essential for employers to prioritize the well-being of their employees and create a safe and inclusive work environment.
PTSD can significantly impact an individual’s mental health and ability to perform their job effectively. Employers should take proactive steps to accommodate and support employees with PTSD, such as providing flexible work arrangements, access to mental health resources, and reasonable adjustments to their workload.
AI Legalese Decoder can assist in navigating the complex legal requirements related to accommodating employees with PTSD. By using AI technology, employers can ensure they are complying with Victorian workplace legislation and providing the necessary support to employees with mental health conditions. AI Legalese Decoder can help decode legal jargon, identify relevant laws and regulations, and suggest best practices for supporting employees with PTSD in the workplace.
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****** just grabbed a
PsychoSocial supports are a bit more complicated than obvious physical support requirements.
Your workplace should accommodate the required supports, as stipulated by your medical specialist, within reason for the role.
This means you:
a) need a formal diagnosis and treating specialist for your condition
b) The specialist needs to identify with you the supports / accommodations you need to be able to carry out your work with your condition In play.
C) these supports/accommodations have to be ‘reasonable’ in the workplace (for example if you have PTSD and say you can‘t work with alarms and noise, but your job is to work in a fast food place with timers for cookers it’s not reasonable to turn the timers off)
The same applies to physical needs, but these are usually easier to identify due to there being more work in this area over time.
A condition does not need to be formally identified as a disability, it simply needs to be one that interferes with your ability to work, and can be temporary or long term or permanent.
PTSD does count as a disability. An employer is required to make reasonable adjustments. However it can be open to interpretation exactly what is considered “reasonable”.
https://www.humanrights.vic.gov.au/for-individuals/disability-and-the-workplace/#:~:text=Employers%20must%20make%20reasonable%20adjustments,ability%20to%20do%20your%20job.
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