Workplace Psychosocial Safety: Comply with the Model Code of Practice

‘Psychosocial hazards’ and ‘psychosocial safety’ are two current terms that workplaces, and particularly HR professionals, are having to navigate to ensure employee wellbeing. 

Most Safe Work regulators across Australia have now implemented legislation to assist organisations in reducing psychosocial hazards and ensuring the safety and wellbeing of employees. 

But what is a psychosocial hazard? Are you affected by the new compliance rules? How can you ensure you meet the regulations? This blog will answer those questions and many more. 

What is a psychosocial hazard?

Comcare defines a psychosocial hazard as “aspects of work which have the potential to cause psychological or physical harm.” 

In their ‘Model Code of Practice: Managing psychosocial hazards at work’, Safe Work Australia defines 14 different psychosocial hazards, including:

• Job demands
• Low job control
• Poor support
• Lack of role clarity
• Poor organisational change management
• Inadequate reward and recognition
• Poor organisational justice
• Traumatic events or materials
• Remote or isolated work
• Poor physical environment
• Violence and aggression
• Bullying
• Harassment, including sexual harassment
• Family and domestic violence at work, and
• Conflict or poor workplace relationships or interactions

Under the regulations, “organisations must eliminate or minimise psychosocial risks so far as is reasonably practicable.”

Why has regulation for managing psychosocial hazards been introduced?

Not unlike the recent ‘The Right to Disconnect’ legislation, regulation for managing psychosocial hazards has been introduced to support organisations in minimising or eliminating psychosocial risks and ensuring they report on their progress. 

Some workplaces are more vulnerable to psychosocial hazards than others. For example, SafeWork NSW is focusing on compliance in large businesses and agencies, targeting industries such as Public Administration and Safety, Education and Training, and Healthcare and Social Assistance.

The Australian HR Institute (AHRI) recently published this article that recognises how HR professionals have been aware of and, in many cases, are already addressing psychosocial risks. However, the regulation has been introduced to encourage Human Resources teams to report their progress in reducing or removing psychosocial risks, thus working towards improved employee wellbeing. 

Does the new legislation affect my workplace?

For most states and territories across Australia, the new legislation affects your organisation. 

New South Wales was the first jurisdiction to launch the Psychological Health and Safety Strategy 2024-2026. Western Australia, South Australia, Queensland, Tasmania and the Northern Territory have since followed suit with their own guidelines.

While the Victorian Government proposed legislation for employers to tackle psychosocial risks, these have yet to be officially adopted. Instead, WorkSafe Victoria has established a specialised ‘Psychosocial Inspectorate’ to investigate psychosocial hazards. 

How can my business achieve compliance with the regulations? 

To meet these workplace regulations, an organisation must know what psychosocial risks exist in their business and take steps to remove or minimise these hazards. 

The AHRI article mentioned above offers seven HR practices that enhance psychosocial health in the workplace, including flexible working arrangements, conflict resolution processes, and increasing employee engagement. 

WorkSafe WA offers a four-step risk management approach for psychosocial hazards in their Code of Practice: Psychosocial hazards in the workplace. 

1. Identify the psychosocial hazards and risk factors
2. Assess the risks
3. Control the risks by making changes necessary to reduce or eliminate the hazards
4. Monitor and review the effectiveness of the controls. Adapt or improve where necessary. 

Xref can help your organisation comply with psychosocial safety regulations

Xref Engage has partnered with the National Psychosocial Network (NPSN) to provide a Psychosocial Safety Survey (PSS). 

The Xref Engage PSS addresses the Safe Work Australia legislation by:

• Identifying hazards and assessing areas of risk with an overall assessment, industry benchmarking and highlighting high-risk groups, thus working towards preventing psychosocial risks. 
• Encouraging research-based workplace practices to promote wellbeing at work
• Embracing a multi-pronged consultation approach as per the Safe Work Australia WHS Act sections 47, 48 and 49. 

The Xref Engage PSS offers a flexible approach with two options for conducting your survey. You can choose for your survey to:

1. Stand alone with a concentrated focus, explicitly positioning the survey within a Work, Health and Safety (WHS) framework. Reporting includes a summary of specific hazards for transparency and ease of WHS reporting.

or

2. Be incorporated into an existing Xref Engage employee engagement survey. Save time and reduce administration by building questions around psychosocial safety into your current employee engagement survey. Complement your existing employee feedback program rather than complicate your current processes.

Benefits of an Xref Engage Psychosocial Safety Survey

Comprehensive questions: Go beyond the minimum level of compliance with a strength-based approach to hazard assessment. The core survey questions are positively framed and focus on hazards for all industries. Tailor your survey with industry-specific custom questions or demographic breakdowns. 

Interactive results exploration: Take steps to adhere to the new legislation by identifying the hazards in your workplace that have the most significant impact on the wellbeing of your staff. Assess risks through a deep dive into the experiences of your diverse workforce. 

Expert advice: Receive support on how to drive response rates and more. Many of the Xref Engage team are workplace psychologists who offer extensive experience in survey methodology and design, employee experience, and driving change in organisations. 

Wrapping up

Ensuring your employees' psychosocial health and safety means preventing psychological harm at work and promoting good mental health. 

The WHS laws highlight the need for accountability when fulfilling the duty of care to employees, especially in managing the risks of day-to-day health and safety.

An Xref Engage Psychosocial Safety Survey can positively impact your working environment and help you meet the Model Code of Practice relevant to your state. Book a demo today with our team of experienced and dedicated consultants.