New psychosocial regulations in VIC: what employers need to know

Victoria is preparing for a major development in workplace health and safety, with new psychosocial regulations set to commence on 1 December 2025. These reforms are designed to strengthen and clarify employer duties under the Occupational Health and Safety Act 2004, providing more structure around how psychosocial risks must be managed. In this article, we’ll cover what the changes are, why they are happening, and what employers need to do to get ahead of them.

Why are the changes happening?

Under the OHS Act, employers already have a duty under section 21, to so far as is reasonably practicable, provide and maintain a working environment that is safe and without health risks. Health is defined to include both physical and psychological health. This means that employers are already responsible for protecting workers from psychological harm. What has been missing until now is detailed regulation to guide employers on exactly how to meet these obligations when dealing with psychosocial hazards.

What’s changing?

The new regulations will address this gap by outlining a clear risk management framework. Employers will be expected to identify hazards such as excessive job demands, poor workplace relationships, bullying, harassment, exposure to traumatic content, and organisational change. Once hazards are identified, employers must control the risks so far as is reasonably practicable, using the hierarchy of controls. This may involve eliminating the hazard altogether or, if elimination isn’t possible, reducing the risk by redesigning work, improving management systems, providing supervision, or introducing training and support.

An important feature of the reforms is the requirement for a written prevention plan where certain high-risk hazards are present. The plan will need to outline the identified hazards, the measures being taken to control them, the timeframe for implementing controls, and the process for review.

What happens if businesses don’t comply with the new regulations?

The consequences of noncompliance shouldn’t be underestimated. Breaches of the OHS Act already carry significant penalties. The introduction of more specific regulations will make it easier for the regulator to measure compliance and take enforcement action where standards aren’t met.

How can employers get ahead of these changes?

Employers should review existing health and safety systems to ensure psychosocial risks are incorporated into risk assessments, update policies to cover reporting and responding to complaints, and provide training so that managers and workers can recognise and address psychosocial hazards. Establishing strong processes for consultation and data collection will also be essential.

Creating safer workplaces

The introduction of the psychosocial regulations marks an important development in workplace safety in Victoria. By embedding psychosocial risk management into everyday business practices, employers will not only meet their legal obligations under the OHS Act but will also foster healthier, more resilient, and more productive workplaces.

Citation Safety can help

Citation Safety has created a unique suite of psychosocial management offerings designed to assist Australian businesses in complying with their WHS obligations regarding psychosocial hazards and enhancing workplace safety and compliance, including an Employee Assistance Program. If you’d like to learn more about the robust safety solutions we can provide, why not arrange a confidential, no-obligation chat today?

About our author

Alison King is a Work Health and Safety Consultant at Citation Safety. She has an interest in all things WHS and psychosocial safety-related and regularly provides advice on managing workplace risks, promoting mental health, and ensuring compliance with WHS and psychosocial regulations.