The PsychProof Newsroom

New research indicates OHS and HR professionals are more likely to act on psychosocial risks when role clarity and confidence are strong, pointing out gaps in workplace risk management. This suggests a need for better support and training for OHS professionals in addressing psychosocial risks.

The NSW Government has appointed 20 psychosocial inspectors as part of a SafeWork NSW expansion, enhancing enforcement, prevention, and workplace mental health outcomes. This initiative aims to strengthen the focus on psychosocial hazards and improve mental health outcomes in NSW workplaces.

The Fair Work Commission has awarded $15,000 compensation to a couple sacked within hours of each other for allegedly bullying the same manager by invoking a "summoning ritual" involving a pentagram and rubber ducks, and "mocking" her in a workplace chat group.

Comcare successfully prosecuted the Department of Defence for failing to manage psychosocial risks, and SafeWork NSW ordered two major organizations to pause their planned restructures after finding a 'serious and imminent risk' of psychological harm to employees. Employers must identify psychosocial hazards and implement controls, including completing a psychological safety risk assessment using a 4-step process.

The NSW government is investing $127.7 million over four years to deploy specialised psychosocial inspectors. Under the new measures, SafeWork NSW inspectors will focus on preventing and addressing workplace mental health risks and will be able to issue on-the-spot fines to strengthen compliance.

The Fair Work Commission dismissed a practice manager's claim of forced resignation, despite her allegations of unreasonable workload, pressure during sick leave, and retaliation after complaints, including a SafeWork NSW psychosocial hazard report. The Commission found that the employer had made documented supportive adjustments and maintained clear role communication, and reasonable contact during sick leave is not adverse action.

An Australian court made a landmark decision convicting the Department of Defence for failing to manage psychosocial risks arising from a performance management process. The department was fined A$188,000 after a worker died by suicide while on duty, highlighting the need to minimise psychosocial risks under the WHS Act.

Employers who fail to actively manage and document psychosocial risks face increased audits, investigations, and prosecution, applying to both OHS and workers' compensation. Frameworks require employers to eliminate or reduce risks before harm occurs, shifting from reactive measures to proactive work design and genuine consultation with employees.

Aggressive swearing and verbal abuse can lead to constructive dismissal, regardless of employer intent, as highlighted in a recent Fair Work Commission ruling. This decision underscores the power imbalance and emphasizes the need for employers to maintain acceptable boundaries, even in traditionally blue-collar environments.

Psychosocial safety has become a central pillar of WHS strategy, and in 2026 is expected to become a defining feature of organizational performance. Regulators are scrutinizing restructuring exercises for employee psychosocial safety, issuing enforcement notices for inadequate consultation and planning.