Effective 1 December 2025, Victorian workplaces will be subject to new legal obligations under the Occupational Health and Safety (Psychological Health) Regulations 2025. These regulations elevate psychosocial risks to the same level of importance as physical hazards, requiring employers to proactively manage psychological health in the workplace.
What are psychosocial hazards?
Psychosocial hazards are aspects of work design, systems, and interactions that have the potential to cause psychological harm. This includes factors such as:
- Excessive workloads
- Low job control
- Unclear roles
- Poor workplace culture
- Interpersonal conflict
- Bullying and harassment
- Occupational violence
- Exposure to traumatic content or events
Under the new regulations, these factors are not merely HR concerns, they are occupational health and safety (OHS) risks that must be identified, assessed, and controlled.
What’s changing
The regulations introduce several significant changes:
- Identification of Psychosocial Hazards: Employers have a duty to identify psychosocial hazards in the workplace, so far as is reasonably practicable.
- Risk Control Measures: Employers must eliminate or reduce psychosocial risks where reasonably practicable. The regulations do not prescribe specific review intervals for these control measures.
- Consultation and Engagement: Employers are required to consult with employees, health and safety representatives (HSRs), and contractors about psychosocial hazards and how they are managed.
- Reporting and Record-Keeping: Employers must record and monitor incidents and complaints involving psychosocial hazards. However, there is no mandatory requirement to report this data to WorkSafe Victoria.
These updates align Victoria’s laws more closely with the national model WHS laws, while taking a comprehensive approach to mental health in the workplace.
Practical steps to prepare
To get ahead of these changes, organisations should consider:
- Understand and identify psychosocial hazards: Assess workplace conditions to proactively identify psychosocial hazards that could cause psychological harm. Engage employees and HSRs early to gather insights into potential risks.
- Conduct a comprehensive psychosocial risk assessment: Develop processes to systematically assess the likelihood and consequence of identified psychosocial hazards, using workforce surveys, employee consultations, and reviewing data such as retention, absenteeism, incident reports, and previous complaints. Use these insights to prioritise risk control measures.
- Review and update workplace practices and policies: Ensure all OHS-related policies, procedures, and workplace practices are aligned with the new regulations and the Compliance Code, including a psychosocial risk management framework. Policies should clearly articulate responsibilities, reporting mechanisms, and the hierarchy of controls to eliminate or minimise risks.
- Implement reporting, monitoring, and data capture systems: Ensure that complaints of bullying, harassment, occupational violence, and other psychosocial hazards are securely recorded, auditable, and monitored over time. Establish mechanisms to track risk controls and follow-up actions.
- Train and build capability: Provide tailored training for HR, managers, and supervisors to understand obligations, recognise hazards, and respond effectively. All employees should receive training to understand psychosocial hazards and how to seek support.
- Embed consultation and engagement: Actively involve HSRs, employees, and safety committees in the design, implementation, and review of mitigation measures. Continuous feedback should inform improvement and ensure practical alignment with workplace needs.
- Develop ongoing monitoring and review frameworks: Establish systems to regularly monitor psychosocial risks, evaluate the effectiveness of control measures, and adjust strategies as required. Ensure documentation aligns with regulatory expectations and demonstrates due diligence.
How Healthworks Bodycare can help
At Healthworks Bodycare, we help organisations bridge the gap between compliance and culture. Our experts partner with you to identify psychosocial hazards, assess risk, and embed practical strategies that align with the upcoming regulations.
From psychosocial risk assessments, leadership training, and policy alignment, to onsite mental health services and workforce education, we provide end-to-end support that helps you meet your obligations and foster a safe, supportive workplace.
If your organisation is ready to prepare for the new Psychological Health Regulations, our team can help you design systems, training, and wellbeing initiatives that go beyond compliance — protecting your people and strengthening your culture for the long term.
Contact us and ask how we can help you.
A final thought
Victoria’s new psychosocial regulations are more than just a compliance requirement. They represent a shift in how mental health is prioritised at work, giving employers the chance to create genuinely safe, supportive workplaces.
While no workplace can eliminate all psychosocial risks, these regulations encourage organisations to be proactive, embed psychological safety, and take meaningful steps toward a mentally healthy workforce. Acting now reduces risk, strengthens culture, and sets a higher standard for workplace safety.
