How each Australian state regulates psychosocial health and safety

Psychological Health and Safety at Work

When we first wrote about the Growing Focus on Psychosocial Risks in the Workplace in 2022, workplace mental health was gaining attention but not yet embedded in law.

Fast-forward to 2025, and that has changed dramatically.

From 1 December 2025, the Occupational Health and Safety (Psychological Health) Regulations 2025 (Vic) take effect. This will complete a national shift where every Australian jurisdiction now requires employers to explicitly identify, assess, and control psychosocial hazards.

In parallel, the international standard ISO 45003:2021 provides a structured, best-practice framework for managing psychosocial risks within occupational health and safety (OH&S) systems. Together, these frameworks signal a decisive move from “well-being initiatives” to governance, compliance and leadership.

Why psychosocial risk management matters

Psychosocial hazards, like isolation, excessive workloads, low role clarity, poor leadership, inadequate support, exposure to trauma, or remote work, are proven contributors to both mental and physical harm.

Under Australia’s harmonised WHS laws, employers and Person Conducting a Business or Undertaking (PCBUs) have a primary duty of care to ensure, so far as is reasonably practicable, the health and safety of workers engaged by the PCBU while they are at work. Within the context of psychological health and safety, this means that organisations should:

• Identify psychosocial hazards in consultation with workers.
• Eliminate or minimise risks so far as reasonably practicable.
• Apply the hierarchy of controls – starting with work design and systems, not awareness training.
• Review and consult regularly, not only after incidents.

It’s no longer a well-being conversation. It’s a core compliance expectation and increasingly, a measure of leadership culture.

ISO 45003: The global blueprint for psychological health and safety

Published in 2021, ISO 45003 – Psychological health and safety at work: Managing psychosocial risks offers organisations the how-to for embedding psychological health in occupational safety systems.

Key Principles

• Integration: ISO 45003 works together with ISO 45001, meaning psychosocial risk becomes part of your WHS management system.
• Design and Leadership: Focuses on how work is organised, led, and supported.
• Measurement and Improvement: Encourages data-driven review and continual improvement.
• Worker Participation: Involves workers and, where they exist, Health & Safety Representatives (HSRs) in identifying, assessing and controlling hazards and their associated risks.

ISO 45003 broadly aligns with and supports Australian legislation, providing evidence that an employer is taking reasonably practicable steps to protect psychological health and safety in a structured and comprehensive way.

State-by-state snapshot: Psychosocial regulations across Australia (2025)

Victoria – From 1 December 2025

The Occupational Health and Safety (Psychological Health) Regulations 2025 (Vic) establish standalone obligations for psychosocial risk management.

• Employers must identify hazards such as work design, systems of work, and interpersonal interactions.
• They must eliminate or reduce risks and cannot rely solely on information, instruction, or training as controls unless higher-order measures aren’t reasonably practicable.
• Review triggers are explicit – before changes to systems of work, on new hazard information, after notifiable incidents or at the request of an HSR.
• Earlier draft proposals for mandatory “Prevention Plans” and six-monthly reporting were dropped, simplifying compliance but raising the expectation that employers self-manage documentation.

Victoria’s regulations mark a “significant shift” in employers’ duties, explicitly restricting training as a primary control and broadening the definition of psychosocial hazard to include both work design and relationships.

New South Wales

Commenced: 22 August 2025

Regulatory framework: Work Health and Safety Regulation 2025 (NSW) and the Code of Practice: Managing Psychosocial Hazards at Work (NSW)

New South Wales has strengthened its psychosocial obligations with the introduction of the WHS Regulation 2025, replacing the 2017 Regulation and consolidating psychosocial risk duties into a clearer and more structured framework. PCBUs are now explicitly required to manage psychosocial risks using the hierarchy of control measures, the same systematic approach applied to physical risks.

Compliance focus:

• Psychosocial hazards and risks must now be controlled using higher-order measures such as work design, supervision, staffing levels, and environmental adjustments, not just policies, awareness training, or EAPs.
• The Regulation defines psychosocial hazards broadly, including work design, work environment, workplace interactions and behaviours, and other factors that may cause psychological or physical harm.
• NSW now aligns closely with other leading jurisdictions in requiring demonstrable risk management, structured control selection, and evidence of ongoing review and consultation.

Practical takeaway: NSW employers must apply the hierarchy of controls to psychosocial risks and document how controls were selected, implemented, and reviewed. Policies or training alone are no longer sufficient; organisations must integrate higher-order controls into work design, systems, and supervision.

Queensland

Commenced: 1 April 2023

Regulatory framework: Work Health and Safety (Psychosocial Risks) Amendment Regulation 2022 and Code of Practice: Managing the risk of psychosocial hazards at work (2022).

Queensland’s model is often described as the most prescriptive of the harmonised jurisdictions. It explicitly requires PCBUs to apply the hierarchy of controls (the same method used for physical risks) when managing psychosocial hazards.

Compliance focus:

• The regulation lists examples of hazards: work design, systems of work, job demands, inadequate support, poor supervision, bullying, and harassment.
• The Code of Practice includes practical examples and case studies of higher-order controls, such as workload redesign, clearer performance expectations, and improved rostering.
• The regulator (WorkSafe Queensland) has integrated psychosocial hazards into inspection and audit checklists.

Practical takeaway: Queensland expects demonstrable control measures beyond policy or training. Organisations must document the rationale for chosen controls and review them when incidents occur or new information arises.

South Australia

Commenced: 25 December 2023

Regulatory framework: Work Health and Safety (Psychosocial Risks) Amendment Regulations 2023 (SA)

South Australia’s amendments mirror the national model WHS provisions but emphasise worker consultation and documented processes.

Compliance focus:

• Employers must identify, eliminate, or minimise psychosocial risks using standard WHS risk management, while considering the frequency, duration, and severity of workers’ exposure to psychosocial hazards.
• SA’s regulator (SafeWork SA) has released local guidance highlighting the need for risk registers, evidence of consultation with Health & Safety Representatives (HSRs), and clear communication of control measures.
• Enforcement efforts are still education-heavy but expected to transition to compliance campaigns through 2025.

Practical takeaway: Focus on consultation evidence and regular reviews. SafeWork SA expects employers to demonstrate an active system for psychosocial risk management, not just a policy on paper.

Western Australia

Commenced: 2022

Regulatory framework: Work Health and Safety (General) Regulations 2022 (WA) and the Code of Practice: Psychosocial hazards in the workplace (2022).

Western Australia adopted the national model WHS laws in 2022, making psychosocial hazards an explicit part of its legal duties.

Compliance focus:

• WA’s Code includes examples of potential hazards and controls in different organisational contexts, including small to medium business through to government agencies.
• The regulator (WorkSafe WA) encourages early identification of risks such as exposure to traumatic events, aggressive clients, and remote or isolated work.
• There’s a strong emphasis on integrating psychosocial controls into safety management systems, rather than creating standalone HR programs.

Practical takeaway: WA employers should review how their WHS systems handle psychosocial risk within high-stress environments. Sector-specific compliance resources can provide templates and examples.

Tasmania

Commenced: 4 January 2023

Regulatory framework: Work Health and Safety Regulations 2022 (Tas) and the Managing Psychosocial Hazards at Work Code of Practice (Model Code).

Tasmania follows the model WHS amendments closely.

Compliance focus:

• The regulator (WorkSafe Tasmania) promotes practical checklists and self-assessment tools to help organisations fulfil their obligations.
• Emphasis on proactive identification of high job demands, fatigue, and remote work isolation.

Practical takeaway: Tasmania’s approach is highly pragmatic, giving opportunity for organisations to lead by implementing psychosocial risk assessments early, before larger jurisdictions’ enforcement catches up.

Northern Territory

Commenced: 1 July 2023

Regulatory framework: Work Health and Safety (National Uniform Legislation) Regulations 2011 (amended 2023)and the NT-approved Code of Practice: Managing Psychosocial Hazards at Work (2023).

Compliance focus:

• The NT explicitly inserted definitions of “psychosocial hazard” and “psychosocial risk” into its Regulations, making mental health duties unambiguous.
• Psychosocial hazards must be managed using the same Part 3.1 risk-management process and hierarchy of controls as physical hazards, giving them equal regulatory weight.
• The NT Code provides broad, practical examples, covering job design, workload, isolation, poor support, role clarity, harmful behaviours, and environmental factors, aligning psychosocial risk with everyday WHS practice.

Practical takeaway: NT employers should integrate psychosocial hazard management directly into their WHS risk-management systems, not treat it as a separate HR initiative. Use the NT Code of Practice as the primary guide for identifying hazards, assessing risks and implementing controls.

Australian Capital Territory

Commenced: 27 November 2023

Regulatory framework: Code of Practice: Managing Psychosocial Hazards at Work (ACT)

ACT regulators moved quickly to integrate psychosocial risk management into existing audit frameworks.

Compliance focus:

• WorkSafe ACT has embedded psychosocial hazard checks into routine WHS inspections.
• The Code mirrors the model WHS content with emphasis on leadership accountability and system documentation.
• Regulators are assessing not only whether employers have policies, but whether those policies translate into action and measurable outcomes.

Practical takeaway: In the ACT, psychosocial risk management is now part of standard compliance audits. Ensure your policies are implemented and measurable, not just aspirational.

Commonwealth (Comcare)

Commenced: 2024

Regulatory framework: Work Health and Safety Regulations 2011 (Cth) — Part 3.1 amended, Regulations 55A–55D added; Managing Psychosocial Hazards at Work Code of Practice 2024.

The Commonwealth amendments bring federal agencies and self-insured licensees in line with the model WHS framework.

Compliance focus:

• Applies to national corporations and government entities under Comcare jurisdiction.
• The Code promotes a systematic, data-driven approach, integrating psychosocial risk management into existing health and safety management systems.
• Encourages early reporting, worker participation, and transparent review processes.

Practical takeaway: Federal employers could align their WHS systems with ISO 45003 principles to demonstrate best practice across multiple jurisdictions.

Next steps

With Victoria’s new laws completing the national framework, organisations operating across states must shift from “awareness” to implementation consistency.
The good news: ISO 45003 gives a unified structure that can be scaled across jurisdictions while satisfying each regulator’s unique focus.

Key Differences by Jurisdiction

Connecting the dots: ISO 45003 and Australian law

The principles in ISO 45003 mirror Australian legal requirements and help employers build a coherent system for psychosocial risk management.

Practical actions employers should take now

1. Audit your psychosocial hazards using data from surveys, incident reports and turnover trends.
2. Benchmark against ISO 45003 and state regulations. Map gaps and update your risk registers.
3. Redesign work and systems. Address staffing, workload and communication structures before launching training alone.
4. Consult and engage workers. Involve HSRs and employees in hazard identification and control reviews.
5. Train leaders and supervisors. Equip them to spot early signs of psychosocial risk and respond appropriately.
6. Document everything. Maintain records of risk assessments, controls, consultation and reviews to demonstrate due diligence.
7. Monitor and review. Track leading indicators like absenteeism, workload data and grievances.
8. Report to the Board. Integrate psychosocial metrics into safety and risk governance dashboards.

Practical Action: Make psychosocial risk a standing agenda item for your leadership and safety committees. Regular reporting demonstrates governance and drives cultural change.

From compliance to culture

By December 2025, psychosocial risk management will be a fully regulated duty in every Australian jurisdiction.

The best organisations won’t just comply, they’ll lead.

Embedding ISO 45003 principles within your systems and aligning them to state regulations builds a resilient culture where psychological health and safety are treated as one.

The future of work health and safety is clear: mental health is safety, and leadership is compliance.

How Risk Training Professionals can help

Our 2-day Psychological Health and Safety at Work course covers the principles of psychological health and safety risk, workplace risk factors, planning to address risks and opportunities, and much more. 

We also offer short, self-paced eLearns in key Psychosocial Risk Management topics:

 Our Introduction to ISO 45003 eLearn provides foundation-level knowledge of the standard, helping you manage psychosocial hazards in your existing health and safety frameworks.

Our Identifying Psychosocial Hazards at Work eLearn is designed to help you recognise and understand psychosocial hazards in the workplace.

Start your journey towards a healthier, more resilient workplace today with Risk Training Professionals.

Further reading

Read more about ISO 45003 – the standard for Psychological Health & Safety at Work
Learn how to identify psychosocial hazards at work
Explore psychosocial risks in the workplace