Last updated 10 November 2026
No. We recommend managing mental well-being as part of workplace safety and health, with People Leaders and Safety Leaders working to one joint plan.
A worker who goes home exhausted, anxious or bullied has been harmed at work, the same as a worker who goes home injured. People Leaders and Safety Leaders already do this work – they just describe it differently.
How each team sees it
| Safety Leader | People Leader | |
|---|---|---|
| How they describe it | Managing psychosocial risk: identify the hazards, assess the risk, put controls in place and check that they work | Finding what causes stress and harmful behaviour, such as emotional demands, unclear roles, bullying and unfair rewards, then reducing it and checking whether it helped |
| Figures they watch | Absence, incident and complaint numbers | Absence, grievance and turnover numbers |
| What they bring | Risk assessment and reporting | Knowledge of policies, leave and support services |
What to do
- Agree one joint plan and review both sets of figures together. Each team sees part of the picture.
- Ask both to complete PRISM The differences between their answers can show where the two teams are not yet working together.
- Make one Champion accountable A People Leader or Safety Leader with employee well-being as part of their job, not a volunteer title. Which department they sit in matters less than whether they have the time and authority to do it.
Good to know
Safety gets leadership attention partly because it is measured, reported and owned by specific people. We suggest doing the same for well-being.
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Kaleidoscope Labs manages the Network and provides some of these courses and workshops for a fee.
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See all questions. This is general guidance, not legal or clinical advice. Can’t find your answer? Email hello@wellbeingchampions.sg.