Employers now need to comply with new OH&S regulations to minimise the impact of psychosocial risks
New Occupational Health and Safety (Psychological Health) Regulations are commencing in Victoria from today, 1 December 2025.
Under the Occupational Health and Safety Act 2004 (OHS Act), employers must provide and maintain a working environment for their employees, including contractors, that is safe and without risks to health, so far as reasonably practicable.
Psychosocial hazard means any factor or factors in work design, systems of work, management of work, carrying out of the work and personal or work-related interactions that arise in the working environment, and cause an employee to experience one or more negative psychological responses that create a risk to their health or safety.
Examples of psychosocial hazard include: aggression or violence; high job demands; low role clarity; bullying; poor environmental conditions; poor support; remote or isolated work; sexual harassment and poor organisational change management.
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The Psychological health compliance code outlines a risk management process for employers, which involves:
- identifying psychosocial hazards
- assessing, where necessary, any associated risks to health or safety
- controlling risks to a person’s health or safety associated with psychosocial hazards
- monitoring, reviewing and, where necessary, revising risk controls.
Employers must, so far as is reasonably practicable, consult with employees on matters related to health or safety that directly affect or are likely to directly affect them. The duty to consult also extends to independent contractors (including any employees of the independent contractor) engaged by the employer in relation to matters over which the employer has control.
CCF Victoria says that the civil industry presents unique challenges with regards to the psychosocial hazards that may be present in the workplace, with workers sometimes needing to travel long distances, work extended hours and operate in high pressure environments.
Practical control measures that CCF Victoria suggests include:
- Adjusting rosters to reduce fatigue and isolation
- Clarifying roles and responsibilities
- Improving supervision and mentoring systems
- Providing rest facilities and support resources
- Implementing clear policies on bullying, fatigue and change management
- Training supervisors to recognise early signs of risk.
For more information, visit: www.worksafe.vic.gov.au/compliance-code-psychological-health