The Healthcare Sector Employer’s Duty of Care: Implications for Worker Well-Being
Abstract
:1. Introduction
- Safe working conditions (performing risk assessment and management planning) and
- Information for workers (skills training regarding PPE).
2. Methods
3. Results
3.1. Risk Factors for Healthcare Worker COVID-19 Infection and Reported Safety Deficiencies
3.2. Repeating Themes in Duty of Care Failures Reported in the Narrative Review
4. Discussion
4.1. Benefits of an Employer’s Duty of Care Commitment
4.2. Navigating from Prevention of Worker Harm toward Worker Well-Being
5. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Employer Responsibilities | Specific Actions | COVID Duty of Care Failure | References |
---|---|---|---|
Plan for Safe Work (protocol and policy development) | Anticipate and plan for safe work | Lack of funding for pandemic preparedness | [39,40] |
Involve workers in Occupational Health and Safety (OHS) Committees | Lack of worker participation in OHS Committees | [29] | |
Establish infection control (IC) protocols | Lack of clear IC protocols | [27,28,29,41,42,43] | |
Provide Material Resources for Safe Patient Care and Worker Protection | Provide personal protective equipment (PPE) | Lack of PPE; global supply chain disruption due to non-availability (poor planning) resulting in inappropriate use, reuse, or failure to provide required protections | [26,27,29,30,31,33,36,42,43,44,45,46,47,48,49,50] |
Provide materials needed for patient care | Lack of drugs, ventilators, intensive care unit beds | [44] | |
Provide Safety Training | Ensure adequate safety training | Inadequate safety training (safe use of PPE, work practices) | [27,28,30,36,51] |
Provide IC training | Failure to train in IC (e.g., lack of source patient masking) | [45,52] | |
Provide clear communication | Lack of information, changing information (e.g., changing mask use guidance) | [43,44,50] | |
Address Safe Staffing and Fair Pay | Ensure adequate staffing and manageable workloads | Lack of staffing/excessive workload | [42,44] |
Duration of work shifts/number of patients/Prolonged contact with COVID patient/Lack of rest | [26,30,42,48,49,53,54] | ||
Ward assignment to complex patients; beyond scope of training | [51,55] | ||
Precarious contracts for emergency recruits | [29] | ||
Provide adequate pay and benefits (i.e., sick leave) | Inadequate pay or lack of hazard pay (especially in developing countries) for healthcare support and direct care workers | [29,56] | |
Staff working with while experiencing COVID symptoms | [27] | ||
Provide Psycho-social Support | Offer mental health/psychosocial support | Lack of mental health/psychosocial support | [29,44,50,51,52,55,57,58] |
Protect health workers from violence/harassment | Public feared contact with health workers as source of exposure | [59,60,61,62] |
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McDiarmid, M.; Condon, M.; Gaitens, J. The Healthcare Sector Employer’s Duty of Care: Implications for Worker Well-Being. Int. J. Environ. Res. Public Health 2021, 18, 6015. https://doi.org/10.3390/ijerph18116015
McDiarmid M, Condon M, Gaitens J. The Healthcare Sector Employer’s Duty of Care: Implications for Worker Well-Being. International Journal of Environmental Research and Public Health. 2021; 18(11):6015. https://doi.org/10.3390/ijerph18116015
Chicago/Turabian StyleMcDiarmid, Melissa, Marian Condon, and Joanna Gaitens. 2021. "The Healthcare Sector Employer’s Duty of Care: Implications for Worker Well-Being" International Journal of Environmental Research and Public Health 18, no. 11: 6015. https://doi.org/10.3390/ijerph18116015