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 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.

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.

Regulators are increasing scrutiny on workplaces regarding psychological risk as a safety issue. Addressing psychosocial risks through organizational and work design decisions is crucial and leadership behavior and cultural maturity become practical risk controls.

Regulators expect businesses to manage WHS risks related to the adoption of AI, automation, drones, robotics, and digital systems. This includes completing WHS risk assessments, assigning clear safety responsibilities, and maintaining human oversight to avoid algorithmic errors, stress, or unsafe digital workflows.

Australia has broadened its WHS incident-notification requirements, meaning employers must now report violent incidents, work-related suicides or attempts, and absences of 15+ days due to work-related injury or illness. These updates ensure psychological harm and long recovery periods are treated as seriously as physical injuries. Any event posing a risk to a worker's mental or physical health must now be reported promptly to support stronger WHS compliance.

Australia has broadened its WHS incident notification requirements, mandating the reporting of violent incidents (including sexual assault), work-related suicides or attempts, and extended absences (15+ days) due to work-related injury or illness. These updates ensure psychological harm and long recovery periods are treated as seriously as physical injuries.