Discursive constructions of employee mental health in South African labour legislation and organizational policy: implications for psychosocial safety climate.

South African labour legislation and organizational policies provide fragmented and largely reactive entry points for employee mental health protection, yet the discursive mechanisms through which this pattern is reproduced remain underexamined. This study reports a qualitative documentary analysis of how legislative and organizational policy texts construct employee mental health in South Africa and considers the implications of these constructions for psychosocial safety climate (PSC) and the constitutional rights to dignity, equality, and access to healthcare services. A Fairclough-informed critical discourse analysis was applied to four principal employment statutes, namely the Labour Relations Act, Basic Conditions of Employment Act, Occupational Health and Safety Act and Employment Equity Act, and twelve purposively sampled organizational mental health policies from the public, private and non-profit sectors across five provinces. The analysis was structured by three regulatory dimensions: psychosocial hazard prevention, reasonable accommodation for psychosocial disability and protection from mental health-related discrimination. Although the statutes provide partial and indirect protections, mental health was constructed predominantly through discourses of incapacity, physical safety, and residual disability, with limited textual emphasis on proactive psychosocial risk prevention. The organizational policies largely reproduced these constructions and reflected cultural invisibility and a lack of comprehensive accountability mechanisms. Employees were positioned primarily as recipients of discretionary, individually initiated support rather than as rights-bearers entitled to structural protection. Trade unions and other collective mechanisms were also largely absent from mental health governance. These patterns may constrain the regulatory and organizational conditions associated with a strong PSC, although PSC and employee outcomes were not measured. The study recommends explicit psychosocial risk provisions, strengthened accommodation for psychosocial disability, culturally responsive policy design, preventative human resource practices and the inclusion of psychosocial working conditions within collective bargaining. The findings demonstrate how legislative and policy discourse may shape organizational mental health governance in an upper-middle-income economy.