What is Psychological Health & Safety (no, really)?

At The Workjoy Company, we talk a lot about Psychological Health & Safety. Mostly because so many workplaces think they’re doing it, talk like they’re doing it, or quietly hope no one notices they’re not doing it.

Big policies and in-depth certifications absolutely have their place. But most workplaces need a starting point before they’re ready for the full deep dive.

So here is the the real-talk version every workplace needs to get started with Psychological Health & Safety.

1. Policy & Strategy: The “Are We Actually Doing This?” Step

Not a dusty document no one reads.

A real plan.

Backed by leadership.

With resources, roles, and goals.

If it doesn’t guide decisions, it’s not a strategy—it’s wallpaper.

2. Managing Change: Don’t Leave People Guessing

Humans hate uncertainty more than they hate Monday mornings.

Whenever change happens (and it always does), communicate early, honestly, and clearly.

Confusion is not a strategy.

3. Leadership Competencies: Stop Promoting People Who Shouldn’t Manage Humans

Psychological safety starts with leaders who have:

• Emotional intelligence

• Communication skills

• The ability to regulate their own chaos

Train them. Support them. Coach them.

4. Human Rights & Employment Standards: The Basics, People

Protect human rights.

Follow employment law.

Make it easy for people to report concerns without fear.

If leadership isn’t modeling this, no policy can save you.

5. EDI: Not a Checkbox—A Culture

Equity, Diversity & Inclusion should live everywhere:

Hiring. Promotions. Decision-making.

Voice. Power. Representation.

If marginalized folks don’t feel safe, included, and heard, your workplace is not psychologically safe. Full stop.

6. Mental Health Awareness & Supports: People Need Tools, Not Platitudes

Spread awareness.

Normalize conversations.

Run anti-stigma initiatives.

Actually tell people what their mental health supports are.

And then—here’s the radical part—make sure those supports actually work.

7. Risk Assessment: Think Beyond Slippery Floors

Psychosocial hazards are real:

High workload

Unclear expectations

Harassment

Role conflict

Toxic culture

If you’re only assessing physical hazards, you’re missing half the story.

8. Emergency Preparedness: Trauma Doesn’t End When the Incident Does

Crises and critical incidents mess with people—emotionally and psychologically.

Have a plan.

Train your leaders.

Support people immediately and long after.

That’s what real care looks like.

9. Ability Management: Support Humans Through Mental Health Conditions

People with mental health conditions deserve dignity, accommodation, and clarity.

Have a process.

Train your leaders.

Make it easy for employees to ask for—and receive—support.

10. Worker Lifecycle: PHS From Hire to “Goodbye”

Psychological safety isn’t an onboarding video. It should show up in:

• Recruitment

• Onboarding

• Training

• Growth opportunities

• Offboarding

The whole journey. Start to finish.

If your organization wants to move beyond talking about psychological safety and start building it into your everyday practices, The Workjoy Company can help.