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Identify Hazards
Legislation:
- Model WHS Regulations (Reg 55A, 2022 amendment) – PCBUs must identify reasonably foreseeable psychosocial hazards.
- NSW WHS Reg (2022, cl.55A) – mirrors the model requirement.
- Victoria OHS Amendment (Psychological Health) Regulations 2025 – employers must identify psychosocial hazards proactively, not just after harm occurs.
Examples:
- Use validated surveys (e.g. People at Work, COPSOQ-III).
- Analyse HR data (turnover, complaints, absenteeism).
- Review incidents of bullying, harassment, fatigue.
Assess Risks
Legislation:
- Model WHS Regulations Reg 55B – must assess psychosocial risks considering frequency, duration, severity, and combined effect of hazards.
- NSW / QLD / WA / TAS / NT – all states that have adopted the model regs apply the same requirement.
- Victoria 2025 – will require structured risk assessment and documented evidence where hazards are present.
Examples:
- Call centre: Assess risk of high call volumes + low job control → rated “high risk.”
- Hospital: Assess exposure to patient aggression → “critical risk.”
Control Risks
Legislation:
- Model WHS Regulations Reg 55C – eliminate psychosocial risks where practicable, otherwise minimise using suitable controls.
- NSW Code of Practice (2021) – provides practical examples of controls.
- Victoria 2025 – requires prevention plans for high-risk hazards (e.g. bullying, sexual harassment).
Examples:
- Redesign work schedules to reduce excessive hours.
- Introduce policies: “zero tolerance” for bullying.
- Provide supervision and training to address fatigue.
Consult and Communicate
Legislation:
- WHS Act (s.47–49) – duty to consult with workers and Health and Safety Representatives.
- NSW, QLD, WA, TAS, NT – identical under harmonised WHS laws.
- Victoria OHS Act 2004 (s.35) – duty to consult employees on health and safety matters.
Examples:
- Joint worker–management workshops on roster changes.
- Feedback surveys to test effectiveness of controls.
Monitor and Review
Legislation:
- Model WHS Regulations Reg 55D – PCBUs must maintain, monitor, and review control measures to ensure effectiveness.
- NSW Reg (2022) – requires regular review of psychosocial risk controls.
- Victoria 2025 – requires employers to periodically review control measures, especially if incidents occur.
Examples:
- Quarterly pulse surveys on stress levels.
- HR tracking: Has absenteeism or complaints dropped since changes?
Support Recovery
Legislation:
- WHS Act (s.19 PCBU duty of care) – ensure health and safety, including psychological health. This extends to supporting recovery.
- NSW Code of Practice – guidance on safe return-to-work for workers with psychosocial injury.
- Victoria 2025 – aligns with WorkSafe requirements for return-to-work and psychological support.
Examples:
- Gradual return to work after stress leave.
- Provide access to Employee Assistance Program (EAP).
- Flexible duties for recovering workers.
Embed into Culture
Legislation:
- ISO 45003 (guidance standard) – not law, but recognised best practice to integrate psychosocial risk management into WHS systems.
- NSW Mentally Healthy Workplaces Strategy 2024–26 – encourages cultural change.
- Victoria 2025 – will require systematic documentation of psychosocial risk prevention.
Examples:
- Set leadership KPIs for psychological safety.
- Include psychosocial risk awareness in onboarding.
- Publicly commit to “mentally healthy workplace” standards.
