Workplace stress is a serious issue that must be met with adequate support

 

IN the past few days, Malaysians have become familiar with the recent narrative that Religious Affairs Minister Dr Zulkifli Hasan has attempted to frame on work-related stress, namely his statement suggesting that stress may be a contributing factor leading individuals to become involved in the LGBT community.

While his words have sparked public aggravation and humour alike, it is also important to acknowledge that stress in the workplace is genuinely on the rise. Regardless of how the conversation was initiated, this issue deserves serious attention and a more responsible public narrative.

Setting aside claims linking stress to particular social phenomena, stress itself is a serious matter that can quickly escalate if left unmanaged.

Prolonged work-related stress may lead to unhealthy coping mechanisms such as excessive alcohol consumption, drug abuse, emotional outbursts, physical violence, or deterioration in mental well-being, including anxiety and depression.

In this context, both the government and employers must recognise the risks and take proactive steps to minimise workplace stress. A key starting point is to examine whether employees are receiving adequate compensation, fair wages, and cost of living allowances.

Are companies suitably compensating their employees with wages that reasonably cover living expenses, especially in urban areas such as Kuala Lumpur where costs can be exorbitantly high?

Employee benefits should also be reviewed to ensure they sufficiently cover medical expenses or provide access to proper insurance coverage, so that financial anxiety does not compound workplace pressure.

While it is difficult to completely eliminate stress from any working environment, government offices and private companies alike should strengthen their human resource policies to safeguard workers from harassment and unreasonable demands.

This includes excessive working hours, last-minute work requests, expectations to work during weekends and public holidays, and the lack of respect for annual leave, medical leave, and hospitalisation leave.

Employees should not be expected to perform their duties when they are physically or mentally unfit to do so.

In today’s context, employers should also consider psychological support measures, such as access to counsellors or therapists, as well as company-wide mental health awareness programmes and training to help employees manage stress more effectively.

Work-related stress can lead to many negative outcomes beyond those highlighted by the Religious Affairs Minister.

These consequences are far more immediate and likely to occur, and they are precisely the outcomes that policymakers and employers must prioritise and address through supportive, practical, and humane workplace policies.

Saw Yee Fung is the MCA National Youth secretary-general.

The views expressed are solely of the author and do not necessarily reflect those of MMKtT. 

- Focus Malaysia.