Victoria’s new Occupational Health and Safety (Psychological Health) Regulations introduce clearer, more structured expectations for how employers identify, assess and manage psychosocial hazards. For HR, risk and compliance teams, the shift is practical rather than dramatic – psychological health must now be managed through the same risk-management cycle applied to physical safety, supported by consultation and documented decision-making.
The accompanying Compliance Code offers detailed guidance on hazards such as workload demands, role clarity, bullying, aggression and exposure to traumatic events, and sets out what WorkSafe will typically look for when assessing whether a PCBU has taken reasonably practicable steps. This heightens the importance of consistent reporting pathways, clear systems and the ability to demonstrate how decisions are made and reviewed over time.
For many organisations, the challenge will be operational rather than conceptual. The guide notes areas where gaps commonly appear, such as fragmented case management systems, limited consultation records or difficulty combining HR, safety and compliance data into one coherent picture. The Victorian reforms simply increase the need to address these friction points.
It is also important to recognise that Victoria is not moving alone. Every Australian jurisdiction now has psychosocial risk duties supported by its own Code of Practice, all broadly aligned to the Safe Work Australia Model Code. For organisations operating nationally, the Victorian changes form part of a wider regulatory shift toward structured, evidence-based psychosocial risk management.
Rely and Hall & Wilcox have partnered to outline a clear, practical pathway for organisations responding to these requirements. The framework moves from early alignment activities – reviewing policies, clarifying accountability and establishing a baseline risk profile – through to more mature practices that integrate reporting, strengthen manager capability and elevate psychosocial trends into routine board oversight. The focus is on building a clear, defensible system that can adapt as expectations evolve.
Download the Psychological Health Regulations Guide
Download the full guide to explore the practical steps and tools that support readiness under the new Victorian framework.
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