Independent assessment and control of workplace psychosocial hazards — using worker consultation, evidence and the hierarchy of controls, not substituting wellbeing initiatives for risk management.
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Reviewed by Nathan Owen, Senior Safety Consultant · Updated September 2026
Psychosocial hazards arise from the design and management of work. An employee assistance program can support someone after harm occurs, but it does not remove excessive demands, low control, poor support, aggression, bullying or badly managed change.
The legal duty is to identify the hazards, assess the risks, consult workers, select the highest reasonably practicable controls and review whether those controls work. That evidence needs to sit inside the WHS system rather than beside it as a wellbeing campaign.
A defensible assessment looks beyond survey scores. It tests incident and absence data, workers compensation trends, turnover, grievances, role design and operational conditions, then validates the pattern through confidential interviews and facilitated work-group sessions.
A psychosocial risk process connects four things: identification, consultation, control and evidence. It starts with how work is organised and ends with records showing what changed and whether the change worked.
We assess against the framework that applies in each jurisdiction. Harmonised states and territories use their WHS Regulations and codes of practice; Victoria operates under its OHS Act and Psychological Health Regulations, supported by WorkSafe guidance.
The aim is not to diagnose people or provide counselling. It is to identify work-related hazards and redesign the work, systems and management practices creating the risk.
Structured assessment using consultation, operational data and work observation, delivered as a risk-rated findings report.
Externally facilitated work-group sessions that surface hazards an internal survey often misses.
Controls, owners, timeframes and review points documented in a plan suitable for regulator review.
Practical redesign of workload, rostering, role clarity, supervision, consultation and reporting pathways.
Assessment against the applicable code and ISO 45003, with a prioritised closure plan.
Psychosocial risk built into the risk register, procedures, reporting and review cycle.
Hazards are considered individually and in combination because high job demands with good support create a different risk from high demands with poor support and low control.
Source: Safe Work Australia, model Code of Practice: Managing psychosocial hazards at work.
Agree the work groups, evidence sources, privacy arrangements and how consultation will be communicated.
Review incidents, claims, absenteeism, turnover, exit interviews, grievances and existing survey data.
Run confidential interviews and facilitated sessions, reporting patterns at work-group rather than individual level.
Risk-rate the hazards and recommend controls at the highest practicable level of the hierarchy.
Agree owners and dates, then return at a defined interval to test whether the controls were implemented and effective.
Scope drives the fee: the number of work groups, sites and jurisdictions, and the amount of worker consultation required. Consultation is usually the largest variable. We agree the sample and method first, then quote a fixed fee.
A focused assessment is typically completed over several weeks. Multi-site or multi-jurisdiction work takes longer where consultation must cover more work groups, shifts and operating conditions. Your proposal will set the stages and expected timeframe before work begins.
Book a psychosocial risk assessment| Comparison | Psychosocial risk assessment | Engagement or wellbeing survey |
|---|---|---|
| Purpose | Identify hazards, assess risks and select controls | Measure sentiment, experience or engagement |
| Legal duty | Supports the duty to manage psychosocial risks under WHS or OHS law | May inform consultation, but does not by itself satisfy risk-management duties |
| Method | Evidence review, worker consultation, work observation and risk assessment | Questionnaire responses aggregated into themes or scores |
| Output | Risk-rated findings, controls, owners and review measures | Engagement scores, benchmarks and improvement themes |
| Who acts on it | Officers, leaders, managers and control owners | People, culture and leadership teams |
Brisbane-based and delivered remote-first nationally. See our full list of service locations.
Senior Safety Consultant
Masters Workplace Health and Safety · Masters Business Administration · Diploma of Vocational Education
Nathan brings 15 years of WHS and HSEQ experience to evidence review, worker consultation and the design of practical organisational controls.
Senior Safety Consultant
Diploma WHS · Diploma Civil Engineering · Bachelor of Economics
Tanya applies management-system and audit experience to testing how psychosocial hazards are identified, controlled, documented and reviewed.
Worker responses are de-identified before analysis and reported only as aggregate work-group patterns. We agree privacy arrangements, reporting thresholds and escalation pathways before consultation begins.
Tell us where you operate, which work groups are in scope and what prompted the assessment. A senior consultant will confirm the consultation method, timeframe and fixed-fee scope.
