OCCUPATIONAL or work-related stress can no longer be regarded as a problem that occurs occasionally or affects individual workers within the workplace or organisation.
Stress has become an increasingly prevalent phenomenon affecting all workers in every workplace in all countries, including Malaysia.
Though stress can be regarded as normal in any industry due to work demands and competitors, stress can also be generated unnecessarily in any workplace. And this must be handled without delay by the management.
According to the World Health Organisation (WHO), occupational or work-related stress is caused by work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope.
Stress can occur in a wide range of circumstances, especially when the worker feels that they have received little or no support from the top management, their immediate supervisor or even their own colleagues.
Examples of occupational or work-related stress include punishment or penalties without justification, being threatened with termination or retrenchment, loss of wages, pay cuts or loss of benefits, as well as exposing workers to any act, conduct or behaviour deemed unfair, illegal or unethical within the workplace, such as bullying, harassment, discrimination, workplace conflict, etc.
Occupational or work-related stress must be tackled immediately as it will create negative effects not only for the individual worker in terms of physical, psychological and mental health, social life as well as family and personal relationship, but also productivity and the reputation of the organisation.
Although there is no specific legislation or specific act of parliament that addresses occupational stress in the country, the employment relationship, namely, the relationship between an employer and an employee, is still governed by the law of contract and tort. The matter can also be dealt with under existing labour laws, such as the Employment Act 1955 (Act 265), Industrial Relations Act 1967 (Act 177) and Occupational Safety & Health 1994 (514).
If matters become more serious, action may also be taken through criminal prosecution.
There is no single method to address occupational or work-related stress.
Efforts can be taken through the implementation of a work-life balance policy for employees, such as flexible working hours, laws and regulations to address sexual harassment in the workplace, preventive laws and organising activities and programmes like dialogues, conferences or seminars to educate and create awareness on work-stress related issues.
The employer plays a vital role in putting an end to the problem as the leader in the workplace. The employer must focus on this issue and create a harmonious and peaceful working environment so that all employees can work comfortably and free from stress.
Dr Muzaffar Syah Mallow, Senior lecturer, Faculty of Syariah & Law, Universiti Sains IslamMalaysia