What’s Changing & What Managers Must Do Now
What's Actually Changing?
From 1 December 2025, the Occupational Health and Safety (Psychological Health) Regulations 2025 come into force. Employers must now:
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Identify psychosocial hazards
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Assess & Control the risks (with higher-order controls first)
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Consult with workers/HSRs
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Review & Document controls
Think: workload pressure, customer aggression, bullying, role conflict, poor communication, traumatic content and after-hours contact.
These changes bring Victoria in line with other states that already follow the National Model Code of Practice.
Why This Matters to Managers
Because psychosocial harm is now treated like any other workplace hazard — and regulators expect work design changes, not just posters or EAP referrals.
Practical examples of compliant controls include:
Realistic workloads & staffing levels
Safe communication expectations (including Right to Disconnect)
Safe customer-facing environments
Clear role clarity & escalation procedures
Training for managers to intervene early
5 Minute HR Challenge: Two real-world scenarios.
You’re the Manager - What do you do?
Scenario A
A salaried coordinator regularly receives non-urgent messages from their team leader between 7:30–9:30pm. They have caring responsibilities and are showing signs of stress.
Your options:
Do nothing — it’s part of a professional role
Tell the employee to set boundaries
Treat after-hours non-urgent contact as a psychosocial hazard, set team rules, implement controls (delay send, escalation rules), train the leader, and document the changes
After-hours contact is a recognised Psychosocial risk.
Treat after-hours non-urgent contact as a psychosocial hazard, set team rules, implement controls (delay send, escalation rules), train the leader and document the changes.
Scenario B
Your receptionist is facing escalating customer aggression. Yesterday someone slammed the counter and shouted abuse. There’s no duress alarm, no two-staff coverage, and no refusal-of-service procedure.
Your options:
Offer EAP only
Put up a “zero tolerance” poster
Treat aggression as a psychosocial hazard, install controls (duress alarm, physical layout, staffing), give clear authority to refuse service, and review incidents regularly
EAPs and posters are not primary controls.
Treat aggression as a psychosocial hazard, install controls (duress alarm, physical layout, staffing), give clear authority to refuse service, and review incidents regularly.
What You Can Do Now
✅ Review current risk registers and ensure psychosocial hazards have been identified
✅ Update policies to include psychosocial safety considerations
✅ Consult with employees and health and safety representatives (HSRs)
✅ Train people managers to identify risks, report and to implement early intervention strategies
✅ Regularly review and monitor existing controls
If you need support reviewing your policies or strengthening your approach to psychosocial safety, our team is here to help. Reach out to our team at [email protected] | 1300 720 004.
