Exposure to uncontrolled psychosocial hazards can lead to significant psychological harm, potentially resulting in conditions such as anxiety, depression, or post-traumatic stress disorder (PTSD). Those affected may require extended leave from work or medical intervention to support their recovery.
Relevantly, between 2022–23 and 2024–25 there were 349 accepted workers’ compensation claims (private sector) related to mental stress, with 38% of these claims resulting from work-related harassment and/or workplace bullying. Notably, 65% of the claims were lodged by female workers.
From a regulatory compliance perspective, WorkSafe ACT’s Psychosocial Team undertook 120 workplace visits in 2024-25. These visits resulted in 225 improvement and 2 prohibition notices. Of these notices, 97% were issued under section 19 (primary duty of care) of the Work Health and Safety Act 2011 (WHS Act). Additionally, the psychosocial team issued 9 infringement notices, with offence fees totalling $33,800.
Disappointingly, notices are being issued by WorkSafe ACT to businesses who have not taken the time to consult with their workers and consider what psychosocial hazards exist within their workplace, and the controls they can put in place to either eliminate or reduce the associated risk to their workers.
COMMON PSYCHOSOCIAL HAZARDS
Psychosocial hazards are factors in the design or management of work, or harmful workplace behaviours. Psychosocial hazards can cause physical and psychological harm to workers. Below is a list of some examples of common psychosocial hazards that should be considered when identifying psychosocial hazards in an organisation.
- job demands
- traumatic events or material
- low job control
- poor support
- lack of role clarity
- poor organisational change management
- inadequate reward or recognition
- poor organisational justice
- remote or isolated work
- poor physical environment
- conflict or poor workplace relationships and interactions, and
Psychosocial hazards can also result in harmful workplace behaviours such as incidents of:
- violence and aggression
- bullying and harassment including sexual harassment, and
- sexual assault.
Proactive Steps for Managing Psychosocial Hazards
To create a mentally healthy and safe workplace, consider the following actions:
Report early: Encourage prompt reporting of psychosocial incidents through internal systems to identify and address risks before they escalate.
Access support: Promote the use of support services such as Employee Assistance Programs (EAPs), peer support networks, and mental health professionals.
Engage in consultation: Participate in surveys, risk assessments, and open discussions to help shape a safer and more responsive work environment.
Foster a positive culture: Support colleagues, speak out against bullying, and promote respectful and inclusive interactions to reduce psychosocial risks.
WorkSafe ACT regulates the Work Health and Safety legislation. As the Regulator, we have a dedicated team of psychosocial Inspectors that:
- Respond to worker complaints and secure compliance with legislation through regulatory actions.
- Proactively engage with industry to provide direct advice and education and identify emerging trends.
- Develop free educational and other supporting resources.
Recommended Resources
Code of Practice: Managing Psychosocial Hazards at Work
This Code provides clear, practical guidance for PCBUs on identifying, assessing, and controlling psychosocial hazards. It outlines duties under the Work Health and Safety Act 2011, including how to apply the hierarchy of controls to psychosocial risks
WorkSafe ACT outlines a four-step process for managing psychosocial hazards:
- Identify hazards (e.g. via surveys, observations, or incident data)
- Assess risks (considering severity, frequency, and duration)
- Control risks (starting with elimination, then minimisation)
- Monitor and review control measures regularly
Source: WorkSafe ACT
