𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗦𝗮𝗳𝗲𝘁𝘆 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲

In today’s work environment, there’s a new spotlight on psychological safety, especially as public interest in mental health grows and regulators like WorkSafe take a closer look. In Victoria, all employers in the public sector are required by the Occupational Health and Safety Act 2004 to keep the workplace safe and free from health risks—and that includes psychological health.

The new Occupational Health and Safety Amendment (Psychological Health) Regulations are expected to bring clarity and guidance for employers on managing these psychosocial risks. If passed, these regulations will introduce specific duties to address factors in the workplace that can cause psychological harm, like bullying, high job demands, and poor workplace relationships. Here’s a breakdown of what these proposed changes mean for employers and what you can start doing to prepare.

What are Psychosocial Hazards?

Psychosocial hazards cover a wide range of factors that could negatively impact mental health, including:

• Bullying, sexual harassment, and occupational violence (including its psychological effects)

• Exposure to traumatic content or events

• High job demands or, conversely, low job control

• Poor support or lack of clear role definitions

These hazards don’t always leave visible marks, but they can have a profound impact on employees’ mental well-being and overall safety. With this in mind, the new regulations aim to make it easier for employers to identify and control these risks.

Key Changes Employers Should Know About

If the proposed regulations pass, employers will be expected to:

1. Identify Psychosocial Hazards: Just as you would assess physical risks, there’s a responsibility to evaluate any psychological risks in the workplace. This could mean gathering employee feedback, observing workplace dynamics, and regularly reviewing policies and practices.

2. Control Risks Where Possible: The regulations emphasize eliminating risks where possible and, when not feasible, reducing them through adjusted work management practices, environment changes, and training.

3. Create Prevention Plans: For employers facing significant psychosocial hazards, written prevention plans will be essential. These will need to outline the risks, control measures, and implementation strategies—making it clear how psychological safety is prioritized.

4. Implement a Reporting Process: Employers with a threshold number of employees may need to report psychosocial hazard complaints (such as those related to bullying or harassment) to WorkSafe, including details on the nature of the complaint and workplace relationships involved.

Getting Ready for the New Regulations

Even if these regulations aren’t finalised yet, there are steps employers can take to prepare:

• Stay Informed: Familiarize yourself with the latest guidance from WorkSafe on psychosocial hazards. The more you understand, the better you’ll be able to create a mentally healthy workplace.

• Update Policies and Review Regularly: Having a proactive process in place can make it easier to address risks as they arise, especially around high-risk events or shifts in organizational culture.

• Engage the Right People: Psychological safety isn’t just an HR or OHS task; it’s something that requires leadership across the organisation. Build a team to focus on compliance and foster a workplace where feedback on psychological safety is valued.

Psychological safety is more than just a compliance issue; it’s about creating a workplace where people feel supported, respected, and engaged. Preparing now will make it easier to adapt when these regulations come into effect.

If you’re looking for further guidance on building a psychologically safe workplace, check out Connexus OHS for more resources and support.