CHANGE MAY CREATE
PSYCHOSOCIAL RISK.
A restructure. An AI rollout. A leadership transition. The Safe Work Australia Code of Practice sets out what regulators look for when assessing whether that risk was managed.
Code of Practice
Psychosocial hazards must be proactively identified and controlled — held to the same standard as any physical hazard.
WHS Act s.27
Officers who don't exercise due diligence over psychosocial risk can be held personally accountable.
Every jurisdiction
QLD, NSW, VIC, WA, SA, TAS, ACT, NT & Commonwealth — one engine, no generic one-size-fits-all mapping.
No specialist on staff?
A WHS consultant can assess a change too — it just takes weeks and costs thousands per assessment. This gives you the same grounded hazard mapping instantly, for every change.
SEE EXACTLY
WHAT YOU GET.
Describe the change in plain English
A restructure, an AI rollout, a leadership transition, a roster change. No forms to learn — just tell us what's happening and to whom.
Every hazard is mapped to a cited source
The engine maps your description to the 14 psychosocial hazards defined in the Safe Work Australia Code of Practice — each one showing the section of law or standard it's grounded in, not a black-box score.
A living evidence workspace, not a PDF you file and forget
Controls, owners, deadlines, and a cryptographically timestamped record — ready the moment a board, an inspector, or your insurer asks for it.
See the full workflow
Change Architecture
Cohort Definition
Hazard Mapping
Control Library
Mitigation Plan
Evidence Workspace
WE KNOW YOU'RE ALREADY DOING A LOT.
What you already have
You already have HR platforms, engagement surveys, and incident management systems.
- Engagement platforms tell you how people feel right now.
- Incident systems capture what went wrong after the fact.
What's missing
A documented process. Hazards identified before the change. Action plans with owners and deadlines, and a record you can hand to the board or an inspector. Timestamped before anything went wrong.
This is the compliance gap.
THE AI SHOWS ITS WORK.
Unlike a generic chatbot, every hazard and control PsychProof identifies cites where it came from — the Safe Work Australia Code of Practice, ISO 45003:2021, or the specific section of the WHS Act. Nothing is asserted without a source you can check yourself.
14
Hazards mapped
81
Cited controls
3
Evidence tiers
Poor Change Management
A significant change to work practices, roles and responsibilities without a managed process creates foreseeable psychosocial risk.
Every hazard card in your report looks like this — traceable, not asserted.
WE CAN'T PROVE YOUR PAST DECISIONS.
WE CAN SEAL THE FUTURE ONES.
Can't our WHS consultant just do this?
They can, but it takes weeks and costs thousands per assessment. Change Planner gives you instantaneous, legally grounded hazard mapping — so you can assess every major change, not just the ones big enough to justify a consultant's fee.
Does this replace our HR system?
No. This sits alongside it. HR systems manage the employee lifecycle. PsychProof Change Planner creates the forensic evidence that you proactively managed WHS risk during operational changes — something no HR platform is built to do.
How accurate is the AI — could it get something wrong?
Every hazard and control the engine surfaces cites its source (the Code of Practice, ISO 45003:2021, or a WHS Act section) and its evidence tier, so you can see exactly how strong the basis is. It's a structured starting point for your review and consultation, not a replacement for your judgement or your workers' input.
What does it cost?
Change Planner is part of the PsychProof platform. See current plans and what's included at each tier on our pricing page.
Is our data kept private?
All customer data is stored and processed exclusively in Australia (Sydney) — never offshore. Full detail on encryption, access controls, and our security posture is on our Trust page.
We've already had an incident related to this kind of change — does this still help?
Yes. A documented assessment doesn't undo what's already happened, but it's the difference between having a record of genuine effort going forward and having nothing to show a regulator next time. Most organisations that adopt Change Planner do so after a near-miss, not before one.