Human Resources

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For all enquiries please contact the Human Resources Service Centre
Phone: +61 8 831 31111
Facsimile: +61 8 8303 4353
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Human Resources
Level 13, 115 Grenfell Street
The University of Adelaide
SA 5005 AUSTRALIA

Work v Non-work Stress

There are a number of differences between stress that is work-related and stress which is non-work related. The symptoms and the effects it has on the individual are however, almost indistinguishable. It should also be borne in mind that there is likely to be a spill over to their personal life if the stress is caused by work factors and vice versa if the stress is personal. Occassionally stress is multifactorial in that the cumulative effects of a number of issues or problems will combine to overwhelm the individual. Whether the causes of stress are work related, non-work related or a combination of both, influences a number of ways in which the problem is perceived.

Causes
Work-related stress can be caused by a number of factors:

If conflict arises between the individual and a colleague or supervisor then anxiety, depression or sleeplessness may ensue.
A perceived lack of job security, perhaps because their work area is under review (and the rumour mill is working overtime) can cause apprehension or even more severe reaction.
The intrinsic nature of the work. Staff working in some public contact areas may be frequently exposed to hostile members of the public. This is usually not a problem where good systems to enable debriefing are present. In other positions staff may work awkward or long hours, have poor supports or work environment or only interact with other areas when there is a problem (eg. helpdesks).
High workload is often willingly undertaken when demanded at busy times of the year. When high workload is unrelenting and there is little or no acknowledgement or recognition, individuals develop low morale and reactive depresssion.

Non work-related stress may arise from a number of causes that include bereavement, relationship problems, family friction, financial problems or illness, etc.

Legal aspects
If stress occurs predominantly as a result of work issues then a workers compensation stress claim is likely to succeed. Section 30A of The Workers Rehabilitation and Compensation Act (1986) defines compensability for Psychiatric disabilities:

"A disability consisting of an illness or disorder of the mind is compensable if and only if—

(a) the employment was a substantial cause of the disability; and
(b) the disability did not arise wholly or predominantly from—

(i)         reasonable action taken in a reasonable manner by the employer to transfer, demote, discipline, counsel, retrench or dismiss the worker; or
(ii)         a decision of the employer, based on reasonable grounds, not to award or provide a promotion, transfer, or benefit in connection with the worker's employment; or
(iii)         reasonable administrative action taken in a reasonable manner by the employer in connection with the worker's employment; or
(iv)         reasonable action taken in a reasonable manner under this Act affecting the worker."

Intervention
When an individual has an accepted workers compensation claim for a stress injury there are a number of factors that affect how the condition is dealt with. Once the claim is accepted then the individual receives income maintenance for any time lost and any sick leave used will be re-credited to them. This is an important plus as financial stress may have been added to their original problem.

Secondly, the employer is able to have some input into the treatment of the condition. Persons with a workers compensation claim must comply with a rehabilitation program that focuses on an early and safe return to work. A number of systems are involved in the rehabilitation process including the following:

Medical system (G.P., Psychologist, Psychiatrist)
Rehabilitation system (rehabilitation coordinator)
Work system (Supervisor, work colleagues)
Family system - a vital support system that may exteend to their community supports.

If the individual does not have a compensable injury, that is, under the terms of the Act it is not accepted as a workers compensation claim, then options for intervention are more limited. The person is a staff member and can access free couselling support from the EAP program. However this is only a short term measure as it is rare that more than three sessions can be given. Beyond this all treatment costs are the responsibilty of the individual. The employer does not have the same mandate for intervention. Rehabilitation counselling assistance can still be offered however the individual is not legally compelled to accept assistance. Other than the financial benefits from having income maintenance and treatment costs met for a compensable injury, the rehabilitation process is the same.

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