With changes being made to workplace law which aim to address psychosocial hazards in the workplace, including sexual or gender-based harassment, it is important that businesses have effective policies and processes in place to manage their risk. 

Staying up to date with changes in workplace law and reviewing Workplace Health and Safety Queensland’s existing code of practice can help employers manage and prevent psychological and physical harm at work.

What are psychosocial hazards? 

A psychosocial hazard is anything that could cause psychological or physical harm in a workplace context. These hazards stem from: 

Job design and management: The way tasks or jobs are designed, organised, managed, and supervised. 

Job requirements: Tasks or jobs where there are inherent psychosocial hazards and risks.   

Work environment: The equipment, working environment or requirement to undertake duties in physically hazardous environments.   

Social dynamics: Social factors at work, workplace relationships and social interactions.   

Common psychosocial hazards include:   

• Low or high job demand   
• Poor role clarity   
• Poor access to support 
• Organisational injustice   
• Isolated work 
• Workplace bullying 
• Poor organisational change management   
• Violence and aggression   
• Harassment including sexual harassment   
• Low job control   
• Low reward or recognition   
• Poor workplace relationships including interpersonal conflict   
• Poor environmental conditions 

How do psychosocial hazards create harm?  

Psychosocial hazards contribute to workplace stress, which can manifest as both psychological and physical harm. While stress alone is not classified as an injury, chronic exposure to psychosocial hazards can compound over time, leading to significant psychological issues, such as anxiety disorders, depression, post-traumatic stress disorder (PTSD), and sleep disorders. Physical implications may include musculoskeletal injuries, chronic diseases and fatigue-related incidents.  

Some hazards may result in immediate harm due to acute incidents, while others may have delayed effects, accumulating over prolonged exposure.  

The interaction between multiple psychosocial hazards can also create higher or compounded risks, emphasising the need for comprehensive hazard assessment and management.  

What does this mean for businesses?  

To comply with workplace health and safety laws regarding psychosocial hazards, businesses must implement a thorough risk management process aimed at eliminating, or if not reasonably practicable, minimising psychosocial risks. This process involves the following four steps: 

Step 1: Identify psychosocial hazards  

Businesses must identify hazards that could lead to psychosocial risks and minimise them, so far as is reasonably practicable. Psychosocial hazards can arise from organisation-wide systems, work practices, work environments, and workplace behaviours, or they can be specific to tasks or jobs.   

Psychosocial hazards can be identified by: 

• Talking and listening to workers   
• Inspecting your workplace 
• Taking note of how your workers interact 
• Reviewing reports and records 
• Using a survey tool to gather information from staff 

Step 2: Assess the risk 

Once a business has identified a psychosocial hazard, it needs to assess the risk it poses and decide how to control it. Control measures will depend on a number of factors including: the severity of harm it could cause (from discomfort to serious injury to death); how likely that harm is to occur (from certain to unlikely to rare); what controls are already in place to reduce the risk of harm; and how urgently additional actions need to be taken. 

A risk assessment should be carried out for any psychosocial hazards that have been identified where the risk of the hazard or accepted control measures are not well known. 

Step 3: Control the risk 

Once risks are identified, businesses need to put in place measures that either remove hazards or reduce them as effectively as possible.  

There are three possible levels of control:  

Level 1 – Eliminate the hazard by removing the risk completely.

Level 2 – Eliminate as many of the risks associated with the hazard as possible, for example, substituting the hazard for a safer alternative, or isolating the hazard from people.

Level 3 – Rely on human behaviour and supervision to control the risk, noting this is the least effective way to reduce risk.

Step 4: Review controls   

Once control measures are implemented, they must be maintained and reviewed to remain effective over time. This includes ensuring they are fit for purpose, suitable for the nature and duration of the work, and are installed, set up and used correctly. It is best practice to maintain and review control measures on a regular basis and document them accordingly.

The consequences of non-compliance   

Employers are required to take proactive steps to identify, assess, control, and review psychosocial hazards. Leaders, including directors and senior managers, are tasked with exercising due diligence to ensure their organisation adheres to workplace health and safety obligations. This includes actively identifying and addressing psychosocial hazards, allocating appropriate resources for risk management, and continuously monitoring and reviewing the effectiveness of implemented controls.  

Failure to comply can lead to serious repercussions, including legal penalties, potential prosecution and significant damage to an organisation’s reputation. 

What recent changes should Queensland businesses be aware of? 

Through the Work Health and Safety (Sexual Harassment) Amendment Regulation 2024, which came into effect on 1 September, employers have an explicit responsibility to ensure workplace hazards that can cause psychological and physical harm associated with sexual harassment and sex or gender-based harassment are proactively eliminated or minimised. 

It is no longer sufficient to think about sexual harassment and sex or gender-based harassment generally, employers must consider the specific characteristics of workers, the workplace and the work environment when identifying risks and determining control measures.  

Failure to proactively eliminate or minimise workplace hazards that can cause psychological and physical harm associated with sexual harassment and sex or gender-based harassment may result in civil penalties.

How can Business Chamber Queensland help?   

Adhering to Workplace Health and Queensland’s psychosocial hazards code of practice is essential for businesses to create a safe work environment and fulfill their legal obligations under the Work Health and Safety Act. For employers seeking guidance and support in maintaining compliance, Business Chamber Queensland offers comprehensive expertise and assistance, including:

• Conducting thorough workplace assessments to identify potential psychosocial hazards
• Developing and implementing tailored risk management plans
• Providing training and resources to educate management and employees on best practices
• Assisting with the regular review and documentation of control measures to ensure ongoing effectiveness
• Offering strategic advice to improve workplace culture and enhance employee wellbeing