Low Job Control
Low autonomy raises stress risks. Find out how to manage low job control hazards in your workplace.
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Having little control or say over the work or aspects of the work including how or when the job is done.
Low job control is a psychosocial hazard that can occur when workers have little or no say in how their work is done. This can lead to feelings of stress, frustration, and boredom, which can have a negative impact on workers’ health and well-being.
Overall it refers to a workers agency and autonomy in how they do their work, the control over their schedule and breaks, work location and work hours.
Low job control in isolation is not a hazard, however combined with other factors such as job demands and support over an extended period of time may lead to a psychosocial hazard.
Find out more about autonomy in the workplace.
Let’s Look at an Example
Jo works at a suicide support call centre, her shifts include overnight work and she works 10 hour shifts, and is mandated to come into the office. Jo has no control over the volume calls coming in or her break times, over time she starts to feel more fatigued and overwhelmed from the calls.
Risk Factors For Low Job Control
Some of the risk factors for low job control include:
- Working in a highly structured or bureaucratic environment
- Having little or no say in work tasks or decision-making
- Doing repetitive or monotonous work
- Experiencing high levels of stress
- Having poor relationships with supervisors or co-worker
Consequences
Low job control can have a number of negative consequences for workers, including:
- Increased stress levels
- Reduced job satisfaction
- Increased turnover
- Increased absenteeism
- Increased health problems, such as heart disease, anxiety, and depression
Control Measures For Low Job Control
There are a number of control measures that can be used to reduce the risk of low job control, including:
- Giving workers more autonomy and decision-making power
- Providing workers with opportunities for training and development
- Creating a more flexible work environment
- Promoting positive relationships between supervisors and co-workers
- Providing workers with support services, such as counseling and stress management programs
Related Psychosocial Hazards
Answers to the frequently asked questions.
Our last EAP was barely touched. Why would this be different?+
Most EAPs go unused because of how they're accessed, not because staff don't need them. Phoning a stranger, explaining yourself, then waiting weeks is enough to stop most people before they start. Foremind removes all three steps: staff see real counsellor profiles, pick someone themselves, and book the same day.
If you already have a provider, the question worth asking is what your current utilisation is. Most traditional EAPs sit in low single digits, which means you're paying for cover your people aren't reaching. If yours is being used, staff can get seen quickly, and it covers your psychosocial obligations, there's no reason to move. If not, it's worth knowing what you're getting for the spend.
Do you offer 24/7 support?+
Yes. A 24/7 after-hours crisis line means staff can reach someone immediately at any hour, including nights and weekends.
Counselling appointments are also available outside standard business hours, so shift-based and on-call teams aren't limited to a nine-to-five window. Those are two different things, and it's worth checking any provider offers both rather than just the crisis line.
Are your EAP counsellors based in Australia?+
Yes. Every practitioner on the platform holds current membership with an Australian professional body and practises under Australian standards, codes of ethics and disciplinary frameworks. There are no offshore call centres.
Practitioners hold membership with the Australian Counselling Association, the Psychotherapy and Counselling Federation of Australia, or the Australian Association of Social Workers, along with a current Working with Children or Vulnerable People Check.
How much does an EAP cost?+
Pricing is usually per employee per month, based on total headcount rather than how many people use the service. Costs vary widely depending on whether sessions are bundled in and whether compliance tooling is included.
A more useful comparison is cost per employee who actually uses it. An EAP with 2% utilisation can work out several times more expensive per person helped than one that gets used. Foremind offers pay-as-you-go, inclusive session plans and compliance-inclusive plans, with discounted pricing for not-for-profits and charities.
For full breakdown of our plans, see our EAP pricing page or request a quote for a tailored proposal.
What information does an employer receive about EAP usage?+
Nothing that could identify anyone. All counselling is completely confidential and all reporting is anonymous - you'll never see who booked, when, or what was discussed.
What you do see is the aggregated picture: how many people are using it, what psychosocial risks are prevalent in the business, and which teams are under pressure. Enough to know the investment is working and where to act, never enough to identify a person. Reporting thresholds mean small teams can't be reverse-engineered from the data.
Does having an EAP meet an employer's psychosocial duty of care?+
No. An EAP is a control measure, and a valuable one, but it only addresses harm after it has occurred. It doesn't identify hazards, assess risk, or evidence that controls are working.
Australian WHS law requires you to identify psychosocial hazards, assess the risk, control it so far as is reasonably practicable, and review whether those controls are working — with documented evidence at each step. Offering counselling on its own leaves three of those four steps undocumented.
Foremind covers both in one platform. See how the compliance side works in our product tour.