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Explore guides, frameworks and practical resources to support mental health in your workplace.
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Explore articles focused on psychosocial risk & workplace compliance.
A step-by-step guide to running a psychosocial risk assessment that would satisfy an Australian regulator: scoping, identifying hazards through multiple channels, assessing exposure and hazard combinations, prioritising controls using the hierarchy, and documenting a risk register, with a working template you can copy and guidance on where the free People at Work survey fits.
ISO 45003:2021 is the international guideline standard for managing psychosocial risk at work. This guide explains what it actually contains, how it relates to Australian WHS duties and the psychosocial codes of practice, whether you can be certified against it, and how to use it as the framework for a defensible psychosocial risk program.
Approved codes of practice for managing psychosocial hazards now apply in most Australian jurisdictions. This guide explains what legal weight a code carries, what it requires employers to actually do (identify, assess, control and review psychosocial risks in consultation with workers), and the evidence a regulator would expect to see.
The Commonwealth Managing Psychosocial Hazards at Work Code of Practice 2024 identifies 17 psychosocial hazards. This guide lists all 17 exactly as the regulator names them, gives a realistic workplace example for each, explains why some lists say 14, and sets out what Australian employers are required to do next.
Trusted support networks improve psychological safety by lowering the interpersonal risk of speaking up. When workers trust that peers and leaders will listen discreetly, explain options, respond consistently, and follow through, they raise concerns and seek help earlier...
Managers are responsible for preventing psychosocial harm day to day by identifying psychosocial hazards early, consulting with workers, and implementing practical controls in the work, not just offering individual support. Under Australian WHS expectations, managers help the PCBU meet its duties by escalating what they cannot control, documenting actions, and monitoring whether controls are working.
How to Monitor Employee Wellbeing in Real Time (Without Surveillance): Emotional Check-Ins for Early Psychosocial Risk Detection
Monitor employee wellbeing by combining brief, regular check-ins with manager observation and team-level indicators like workload and absenteeism. Keep participation voluntary, report trends over individuals, and use clear thresholds to trigger support and psychosocial hazard controls.
Leading indicators are proactive measures that show whether psychosocial hazards are increasing and whether prevention controls are being implemented (for example, sustained overtime, role clarity reviews, check-in cadence, risk action closure). Lagging indicators are retrospective outcomes that confirm harm after it occurs (for example, psychological injury claims, stress-related absence, grievances)...
The hierarchy of controls is a fundamental WHS framework used to eliminate or minimise health and safety risks. This guide explains how to practically apply it to psychosocial hazards like workload, conflict, and fatigue by focusing on work design rather than just employee resilience.
Psychosocial hazards are aspects of work design or management that increase the risk of work-related stress and psychological or physical harm. Under Australian WHS law, organisations must identify these hazards, assess their risks, and implement controls to protect workers.