WorkSafe – Psychological Health Regulations

New psychological health regulations — what you need to know

From 1 December 2025, new Psychological Health Regulations came into effect in Victoria.

In simple terms, these laws mean employers need to manage psychological risks in the same way they already manage physical risks.

What this means in practice

WorkSafe’s guidance makes it clear that you need to:

• Identify psychosocial hazardsThings like bullying, high workloads, unclear roles, poor support, exposure to trauma, or difficult customer interactions.
• Put the right controls in placeNot just training — but looking at how work is designed, how teams are supported, how roles are structured, and how communication flows.
• Consult with your employeesThis is about involving your team in identifying risks and working through what will actually help.
• Review what you’ve put in placeParticularly after incidents, changes, or if something doesn’t seem to be working.

More information

If you’d like to read more, WorkSafe has some helpful resources:

• Psychological health regulations – Information Sheet
• Prevention Plan Template
• Compliance Code: Psychological Health

Psychological health regulations – Information sheet | WorkSafe Victoria

Prevention plans for psychosocial hazards | WorkSafe Victoria

Psychological health | How to use this compliance code

Why this matters (beyond compliance)

This isn’t just about meeting a legal requirement.

Psychological safety has a direct impact on how your team performs.

When people feel safe to speak up, they’re more likely to:

• share ideas
• raise concerns early
• learn from mistakes
• support each other

It’s what allows teams to actually work well together — not just on paper, but day to day.

At its core, it’s about creating an environment where people feel comfortable saying:

“I’m not sure”

“I’ve got an idea”

“I need help”

Without that, you’re not getting the best out of your team.

How we can help

You don’t need to figure this out on your own.

We can support you with:

• psychosocial risk assessments
• employee consultation processes
• practical steps to meet compliance requirements
• and policy development (we recommend that you have one, even though it’s not mandatory)

Get in touch and we’ll help you though this.