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Management of psychosocial hazards and risks
How we can help your business
Don’t face safety issues on your own
We’ve 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.
Backed by industry-leading WHS experts
These services are designed to enhance your organisation’s safety culture and ensure that your team is equipped to handle WHS challenges effectively. They help you meet your WHS obligations, avoid work-related injuries and illnesses, and reduce the risk of litigation and workers compensation claims.
What are the consequences of non-compliance?
The regulatory enforcement of compliance with obligations related to psychosocial risks is set to increase significantly in the coming years. Under the 2024-26 Psychological Health and Safety Strategy, SafeWork NSW inspector visits are expected to rise by 25 per cent. The focus will be on ensuring that workplaces adopt a proactive approach to psychological health and safety, rather than simply responding to incidents after they happen. This involves managing existing risks in the workplace, not just identifying new ones.
Mental Health vs Psychosocial Hazards – is there a difference?
Yes, there is a difference between mental health hazards and psychosocial hazards, though they’re closely related and often interchangeable in the WHS sphere. Mental health hazards specifically refer to risks that could harm an individual’s psychological well-being, such as excessive stress, trauma, or prolonged exposure to negative work conditions. Psychosocial hazards, on the other hand, is more of an umbrella term for factors within the workplace environment that can contribute to these mental health risks—such as poor communication, high demands, low support, or workplace bullying. Nearly all mental health hazards in the workplace can be considered psychosocial hazards.
Want to find out more? We’ve got answers
Psychosocial hazards refer to elements within the workplace that relate to how work is designed, organised, and managed, as well as the social and environmental context in which the work occurs.
These hazards have the potential to cause psychological or physical harm to employees, impacting their mental health, well-being, and overall job satisfaction. Some common examples include high job demands, low job control, poor support from supervisors or colleagues, bullying and harassment, role clarity, poor change management, inadequate recognition and reward, and poorly managed organisational change.
In Australia, the Model Work Health and Safety Act and the Model Work Health and Safety Regulations were developed in partnership with Safe Work Australia.
Each state and territory in Australia, other than Victoria, has adopted the Model Work Health and Safety Act. Victoria has maintained its Occupational Health and Safety Act. However, the obligations of businesses under the Victorian legislation regarding psychosocial hazards and risk are principally the same as those under the Model WHS Act.
Each state and territory’s ‘Safe Work’ regulator enforces the WHS/OH&S laws. It’s Safe Work or Work Safe, which conducts inspections and imposes penalties on businesses for non-compliance, including regulatory Improvement Notices.
It doesn’t. The law treats psychosocial hazards exactly the same as physical hazards. In other words, there is no distinction between an employee slipping on a puddle at work and breaking their arm at work, and developing a stress injury because of overwork.
WHS law requires you to manage both hazards and risks to the same standard.
By using the proactive risk management framework outlined above. That is, identifying hazards, assessing risks, implementing control measures, and regularly reviewing the effectiveness of those measures.
Citation Safety’s psychosocial management services are designed to take the guesswork out of this for our clients.
A psychosocial management plan is a structured approach that helps businesses identify, assess, and manage psychosocial hazards in the workplace. These hazards can include factors like excessive stress, workplace bullying, or poor work-life balance, all of which can impact employees’ mental health and well-being.
A well-designed management plan outlines strategies to mitigate these risks, ensuring your business complies with health and safety regulations and fosters a positive, supportive work environment.
Clients receive as tailored psychosocial management plan under Citations psychosocial management offering.
An Employee Assistance Program (EAP) is a confidential support service offered to employees to help them deal with personal or work-related problems. EAPs typically provide counselling, stress management, mental health support, and other resources to improve employees’ well-being. By offering an EAP, businesses can create a healthier, more resilient workforce, reducing the impact of psychosocial risks such as stress and burnout.
Citation Safety is proud to partner with industry experts, Connect Psych Services, to deliver its EAP to clients.
No, an Employee Assistance Program (EAP) isn’t a legal requirement. However, under the WHS laws, businesses are required to manage psychosocial hazards in the workplace, which may include providing support services like an EAP. While it’s not mandatory, offering an EAP is considered a best practice for promoting mental health and managing workplace risks. It’s a control measure invariably recommended by Safe Work when issuing Improvement Notices to businesses following an inspection.
An Employee Assistance Program (EAP) can benefit your business in several ways. It supports employees by providing access to professional counselling and mental health resources, which can help them manage stress, resolve conflicts, and maintain a healthy work-life balance. By addressing these issues early, an EAP can reduce absenteeism, increase productivity, and improve employee morale. Additionally, it helps businesses manage psychosocial risks and comply with health and safety regulations, creating a safer, more supportive workplace for everyone.