Safe offices are more than physical - OHS Regulations (VIC) are explicit on this.
As forecast in earlier posts Victoria has now introduced new workplace psychological health regulations and an accompanying Compliance Code, effective 1 December 2025.
These Regulations place psychological health on the same legal footing as physical safety in the workplace.
The new regulations apply to all Victorian employers and the workers they direct or influence, including employees, independent contractors and labour-hire workers.
For a number of years, Business Monitor has conducted psychosocial risk assessments for clients as part of iSafe and, during these assessments we have encouraged clients to use the very modelling now outlined in the Regulations. So those clients are well ahead of the game!
NOTE:
All other jurisdictions regulate psychosocial risks under the WHS framework using the Model Code of Practice: Managing Psychosocial Hazards at Work (2022).
The requirements in other jurisdictions align and Business Monitor recommends national employers apply one standard across their business by adopting the Victorian emphasis on higher-order controls and Health and Safety Representative involvement. This will ensure you meet or exceed obligations elsewhere.
There are now clear duties for all employers in Victoria to identify psychosocial hazards, implement higher-order controls and review those controls. From 1 December 2025 all employers must be able to show compliance by:
following the hierarchy of control risk cycle: (identify → assess → control → review),
consult employees/HSRs,
prioritise higher-order controls
document decisions, actions, and reviews.
Nothing new in this process BUT it must be focussed on psychosocial risk management.
The regulations state that psychological health is OHS so employers must:
Identify psychosocial hazards in the work design, systems, environment, management of work and interactions and complete assessments of the likelihood and consequence of psychological harm, so far as is reasonably practicable.
Eliminate or reduce risks, so far as reasonably practicable, by prioritising higher-order controls (design, system and environment changes) ahead of administrative fixes or training.
Review controls regularly and, in particular, when changes, incidents or reports indicate controls may be ineffective.
Consult with workers and Health and Safety Representatives throughout the process.
Keep records that evidence the above.
Psychosocial hazards are complex, often go unseen and can be long term before coming to the surface. The Regulations require that they be treated exactly as you would physical hazards. So:
build psychosocial items into existing OHS systems such as incident reporting, risk registers and audit cycles.
train managers to recognise psychosocial hazards and respond appropriately BUT ensure training is not the only control.
The Regulations are backed by WorkSafe compliance expectations and a new Compliance Code that provides practical guidance and examples.
Non-compliance can lead to inspection, notices and enforcement action consistent with existing OHS enforcement processes.
Resources to consider
Book an iMind Gap Analysis workshop with Business Monitor to prioritise the top three high-risk areas in your business to address before 1 December 2025
Prepare evidence packs (consultation notes, risk assessments, control decisions) so you can demonstrate process.
Update OHS policies to include psychological health measures and reporting metrics.
Update site and system assessment forms (labour hire employers) to include psychological health strategies
Communicate to all parties from Board to employees the new legal duties, expected changes to practice, and the support available for implementation.
Download the WorkSafe Victoria Compliance Code: Psychological health for practical examples and how to show compliance. Compliance Code: Psychological health (Edition 1, 2025)