Early learning educators play a pivotal role in the development and well-being of young minds. As you prioritise the mental health of the children in your care, it’s equally important to create an environment that supports the mental well-being of the dedicated educators in your service.

Mental health is integral to overall well-being, and creating a mentally healthy workplace is crucial for the happiness, productivity, and job satisfaction of staff. A positive work environment not only benefits individuals but also enhances the quality of the service provided.

Strategies for mentally healthy workplaces

• Open communication: foster an environment where open communication is encouraged. Staff should feel comfortable discussing their concerns, ideas, and feelings with supervisors and colleagues.
• Training and education: provide mental health training and resources to staff members. This includes workshops on stress management, coping strategies, and recognising signs of mental health issues. Check companies in your area that can provide this or access free resources from organisations such as SafeWork Australia, whose resources can be found at safeworkaustralia.gov.au/safety-topic/managing-health-and-safety/mental-health/resources
• Work-life balance: encourage a healthy work-life balance by setting realistic expectations for work hours and breaks. Avoid overloading staff with excessive responsibilities.
• Team building: promote a sense of camaraderie among staff through team-building activities and events. Strong interpersonal relationships contribute to a positive work atmosphere.
• Recognition and appreciation: regularly acknowledge and appreciate the hard work and dedication of staff members. Recognition boosts morale and fosters a positive work culture.
• Flexible schedules: offer flexible scheduling options when possible. This can help staff manage personal commitments and reduce stress associated with rigid work hours.
• Mental health support services: provide access to mental health support services, such as counselling or employee assistance programs. Ensure that staff members know how to access these resources confidentially.
• Training on child development and behaviour: equip staff with the knowledge and skills to understand and manage children’s behaviour effectively. This can reduce stress and frustration in the workplace. One option is to access the free resources available from ACECQA at acecqa.gov.au/resources/resource-finder
• Designated break areas: create designated space where staff can relax and recharge during their breaks. These spaces should be comfortable and conducive to relaxation.
• Conflict resolution procedures: establish clear procedures for resolving conflicts in the workplace. Encourage open communication and provide mediation services if needed.
• Regular check-ins: conduct regular check-ins with staff members to gauge their well-being and address any concerns they may have.
• Workplace surveys: periodically conduct surveys to assess the overall well-being and job satisfaction of staff. Use the feedback to make improvements to the work environment.
• Mental health awareness: organise awareness activities to reduce the stigma associated with mental health. Provide educational materials and resources to promote understanding. One place to find this information is at ruok.org.au
• Leadership support: demonstrate leadership support for mental health initiatives. Leaders should be approachable and actively participate in creating a positive workplace culture.

Timely notification to our claims team
Should an employee experience a mental health condition that may result in a workers compensation claim, it’s crucial to notify us as soon as possible at our website guildinsurance.com.au/claims/workers-compensation-claims. Early notification helps us provide prompt support and allows us to work with you to manage the claim efficiently, ensuring both your organisation and the employee receive the assistance needed.

Information about your reporting obligations is available at sira.nsw.gov.au/workers-compensation/what-to-do-if-a-worker-is-injured

In summary…
Creating mentally healthy workplaces in early learning services is a shared responsibility that benefits staff and the children. By implementing these strategies, early learning services can cultivate environments that support the mental well-being of their dedicated staff, ultimately contributing to the overall success and quality of care provided to the children. Remember, a mentally healthy workplace is the foundation for nurturing both the minds of the staff and the young minds under their care.

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Artificial turf or grass is, understandably, commonly used in early learning services. This turf can look lush and green all year round without watering or cutting. However, it isn’t necessarily the perfect and simple outdoor solution some of us may think or wish it was. Unfortunately, Guild Insurance sees numerous cases of poorly laid and/or maintained turf which can become damaged over time. This damage can include raised and uneven surfaces, curled edges and rips and tears. Not only does this look unsightly, but it can also create an unsafe surface which could lead to trips and falls and therefore injuries.

Installation

Incorrectly installed turf is likely to lead to issues and complications down the track. This can lead to insurance implications as your policy will not cover you for damage resulting from defective design or faulty workmanship. So, start off on the right foot by having turf installed by a reputable installer who’ll provide a certificate of compliance that supports the Australian Standards with respect to turf preparation and installation.

Be sure the manufacturer’s guidelines are followed when installing turf.  Also, make yourself familiar with the specifics of the warranty provided and retain all documentation and/or information, including receipts, for the installation.

Drainage

Ensure that your turf installation includes appropriate drainage, installed by a suitably qualified plumber.  And be sure existing drains aren’t covered or impeded by the turf and that the directional flow is appropriate for the lay of the land.

Turf without drainage leads to future problems and causes the “fill” under the turf, (also often known as substrate or base), to shift and leach out causing the substrate to wash away.  This can happen quickly during periods of heavy rain and/or storms, and it can also happen gradually over time due to prolonged exposure to the elements. If the substrate/base material was incorrectly prepared to receive the turf and provide drainage for rain and or storm water run-off, this may cause damage to the turf and nearby buildings.  This damage may not be covered by insurance due to faulty design or workmanship.

Maintenance

Artificial turf can seem like an easy option over real turf due to less maintenance. However, maintenance is still required, and the installer’s or manufacturer’s maintenance instructions must be followed to prolong the life of the turf and protect your investment.

Regular checking for wear and tear, or other types of damage, is essential. As is the continual removal of any debris which could impact drainage. It’s also worth occasionally having the turf inspected by professionals who’ll know what damage and drainage issues to look for.

If damage to artificial turf is identified, it’s important to act on this as soon as possible. Putting it off will likely lead to further damage, making repairs more costly.

Again, keep records of all maintenance carried out, with details including what was done, when and by who.

Making a claim

Artificial turf doesn’t last forever, and damage over time may be normal “wear and tear” that’s not covered by your insurance; but other causes of damage, such as fire or storm, may be.

If you hold a Guild Early Learning Business Insurance policy, and you think you may have a valid claim for damage to your artificial turf, or you’re just not sure, contact us first and hold off authorising any repairs until we have approved your claim. 

Employment related disputes are an increasing trend in early learning claims reported to Guild Insurance. These claims indicate that some employers may not be aware of their obligations and the laws governing them as an employer. Our claims also suggest employers aren’t taking the appropriate steps to implement and adhere to processes and policies that ensure their compliance with regulatory requirements.

Employment disputes can have serious implications for a business. There are several legal avenues available to an employee if they feel they have been treated unfairly. These pathways can be stressful and distracting to navigate while also running a business. Further to that, these disputes can create an unhappy working environment which could negatively impact other staff as well as the children attending the service.

Case examples

Both of these case examples led to complaints with the Fair Work Commission.

1. Allegations were made against a staff member of physical abuse towards children. The employee was stood down while investigations were conducted and then terminated upon the outcome of the investigation. The employee commenced proceedings alleging unfair dismissal. The legal fees to defend this matter were in excess of $100,000 and the employee was awarded approximately $40,000 for lost income.

2. An employer sought to make changes to an employee’s rostered start time due to operational requirements. The employee resisted the change stating it didn’t align with their responsibilities as a carer. The employee was offered alternative options however the employee would only agree to keep their original rostered hours. The employee lodged a complaint alleging discrimination. It was found the changes were reasonable and allowed under the contract of employment, yet the matter still cost almost $20,000 to defend.

Understand your obligations

The key first step to avoiding employment related disputes in an early learning service is to understand employment laws and regulations. While you aren’t expected to become an expert in employment law, not being informed carries significant risk. And keep in mind that legal requirements can change over time so be sure you stay informed. There are many resources available to assist businesses understand their requirements.

The Fair Work Ombudsman provides best practice guides to assist businesses and employees manage various workplace issues such as underperforming staff and requests for flexible arrangements. These guides can be found at fairwork.gov.au/tools-and-resources/best-practice-guides.

Small businesses, with less than 15 employees, have unique rules for dismissing staff. Information about the Small Business Fair Dismissal Code can be found at fairwork.gov.au/ending-employment/unfair-dismissal. Further information to support small businesses can be found at smallbusiness.fairwork.gov.au.

There are National Employment Standards (NES) which detail the minimum entitlements which must be provided to all employees in Australia. These standards cover areas such as leave entitlements, superannuation contributions and notice of termination. Details on the NES can be found at fairwork.gov.au/employment-conditions/national-employment-standards.

Create processes and policies for your business

To ensure you and your staff are complying with employment best practice and the law, create processes and policies for your business. These processes and policies will:

• Guide training so all staff know what’s expected of them in their place of work.
• Ensure consistency among all staff when dealing with employment matters.
• Provide support and guidance when dealing with a potentially challenging employment matter or dispute.

Processes and policies are only beneficial when regularly referred to and utilised. It’s therefore vital they aren’t documents that are created only to be filed away. They should be stored somewhere that is easily accessible by staff, and regularly discussed with staff, such as in team meetings. You should also consider integrating these processes and policies into your induction and ongoing training programs.

Seek assistance

If you find yourself in a difficult situation regarding an employment matter, the sooner you reach out for support, rather than trying to navigate the situation yourself, the better for all involved. If you hold a Guild Insurance Early Learning Business Insurance policy, you’re entitled to receive free legal advice with our expert legal advisers, Meridian Lawyers. You can access three free telephone advice sessions (each session is capped at two hours) when you’re dealing with an employment or registration issue.

Keep records

Unfortunately, complaints and insurance claims regarding employment matters can arise some time after an event. To be sure you’re best placed to deal with any complaints should they occur, it’s important to keep records of all discussions had with staff regarding performance and entitlements, even if meetings and discussions are informal.