Every Australian employer is now legally required to manage psychosocial risks at work.

Under s19 of the WHS Act 2011 (Qld), a PCBU must ensure, so far as is reasonably practicable, the health, safety and welfare of workers. Health explicitly includes psychological health. This is the foundation of all psychosocial obligations — it predates the specific regulations and has always applied.

Regulations 55A–55D + 55BA (unique to QLD) require PCBUs to manage psychosocial risks using the hierarchy of controls — the same process applied to physical hazards. QLD's additional Reg 55BA addresses specific controls for psychosocial hazards. Inspectors expect documented rationale for the controls chosen, not just a policy statement that controls exist.

In force from 1 April 2023, this is the primary practical guide for QLD employers. It covers hazard identification, risk assessment, the hierarchy of controls, consultation obligations, and documentation requirements. Following the Code is not mandatory, but compliance with it demonstrates compliance with the WHS Act. Policies and training alone will not satisfy an inspector — documented higher-order controls are expected.

Amended regulations (September 2024) require employers to proactively manage the risk of sexual harassment and sex or gender-based harassment. A documented prevention plan identifying specific risks, controls, timelines, responsible persons, and review dates was required by 1 March 2025. A policy statement is not sufficient — the plan must demonstrate a genuine risk management process.

Under s27, officers of a PCBU have a personal due diligence obligation to ensure the business meets its WHS duties. This includes staying informed about psychosocial obligations, understanding the business's exposures, and verifying that appropriate resources and processes are in place. Officers can be held personally liable separate to the PCBU.

In force from 29 July 2025. Introduced further amendments to Queensland's WHS framework including changes to HSR elections and consultation obligations. WHSQ has released updated guidance materials to reflect the changes. Employers should review existing procedures against updated requirements.

Mines and quarries in Queensland are regulated by Resources Safety and Health Queensland (RSHQ) under separate resources safety legislation. A 2025 discussion paper proposed expanded reporting obligations for traumatic events, bullying and harassment specific to the resources sector. Employers in this sector should monitor RSHQ separately to WHSQ.

The central landing page for all WHSQ psychosocial guidance. Includes Code of Practice, updated small business guidance (August 2025), prevention plan requirements, and supporting templates. Start here for QLD-specific practical guidance.

A practical PDF tool to help employers assess psychosocial risks in their workplace. Aligned with the Code of Practice. Widely used as a starting point for risk assessment documentation.

The WHS Regulation 2025 (NSW) replaced the 2017 Regulation from August 2025, consolidating psychosocial risk duties into a clearer framework. Under ss55C–55D, PCBUs must manage psychosocial risks using the hierarchy of controls — the same systematic approach applied to physical risks. Higher-order controls (work design, supervision, staffing levels, environmental adjustments) are required over policies, training, and EAPs.

NSW's Code of Practice consolidates psychosocial hazard guidance and is aligned with the 2025 Regulation. From 1 July 2026, it becomes a legally enforceable benchmark under s26A of the WHS Act. Employers who rely on an earlier version of the Code without integrating the hierarchy of controls obligations under ss55C–55D will not be compliant with current requirements.

SafeWork NSW commenced active workplace inspections for psychosocial risk management from mid-2025. Inspectors are examining whether employers have identified psychosocial hazards, conducted risk assessments, and implemented controls beyond training and policy. Prohibition notices have been issued where psychosocial risks were found unmanaged. The enforcement posture is active, not advisory.

The Respect@Work reforms (Sex Discrimination Act amendment) introduced a positive duty on all Australian employers to take reasonable and proportionate measures to eliminate sexual harassment, discrimination, and victimisation. This sits alongside WHS psychosocial obligations and is enforced by the Australian Human Rights Commission. It applies to all employers regardless of jurisdiction.

SafeWork NSW's central page for psychosocial guidance, including the Code of Practice, risk assessment tools, and resources for specific hazard types including bullying and sexual harassment.

In force from 1 December 2025, these standalone regulations create explicit psychosocial risk management obligations under the OHS Act 2004. Employers must identify hazards from work design, systems of work, and interpersonal interactions. They must assess and control identified risks, consult with workers, and review controls when circumstances change. This completed the national picture — Victoria was the last jurisdiction to act.

Victoria's regulations explicitly prohibit training and information being used as the sole or predominant control measure. If training is used in combination with other controls, it must not be the predominant one. This is Victoria's most significant departure from the approach many employers take. Providing awareness training, EAP access, and policies alone does not meet the obligation — the design of work itself must be addressed.

WorkSafe Victoria released the Compliance Code: Psychological Health in September 2025. In Victoria, compliance codes have a higher legal status than Codes of Practice in other jurisdictions — compliance with a WorkSafe Compliance Code is taken to be compliance with the underlying regulation. Employers should treat this as their primary practical reference.

Victorian regulations specify explicit triggers requiring a review of psychosocial controls: before changes to systems of work; after a notifiable incident involving psychological harm; upon request by a health and safety representative; and at any time controls are no longer adequate. These review obligations are more prescriptive than most other jurisdictions.

WorkSafe Victoria's central page for psychological health obligations, including the Compliance Code, regulations, and supporting guidance for employers of all sizes.