WorkSafe Victoria has introduced new psychological health regulations to improve how employers manage worker mental health and wellbeing in the workplace. The Occupational Health and Safety (Psychological Health) Regulations 2025, commencing on the 1st of December 2025, set out clear requirements for employers and PCBUs to identify, assess and control psychological hazards at work. These changes have been introduced to reinforce that mental health is just as important as physical safety when it comes to creating a healthy and safe work environment.
New OHS Psychological Health Regulations
New psychological health regulations set out by WorkSafe Victoria will focus on organisations implementing more preventative measures. There will be no mandatory requirements for duty holders to undertake de-identified reporting. Whilst prevention plans are not mandatory, they will be promoted and encouraged through a collection of non-statutory guidance and templates.
Some of the key takeaways from these updated regulations include:
- Employers must identify psychological hazards such as work-related stress, bullying, long or irregular hours.
- Assess and control risks to eliminate or minimise harm to employees.
- Consult with workers and health and safety representatives when identifying risks and designing controls.
- Review and monitor controls regularly to ensure they remain effective as work conditions change.
If an organisation fails to meet these requirements, it could result in enforcement action under the new regulations. It is important that businesses assess their current practices and implement proactive strategies to prevent psychological harm in their workplace.
Why these Psychological Health Regulations Matter
Under the Occupational Health and Safety Act 2004, employers must provide a working environment that is safe and without risk to a worker’s health. These new psychological health regulations reinforce this duty by requiring employers to take proactive steps to manage psychosocial hazards in the workplace. This could include, but is not limited to, excessive job demands, bullying, fatigue and exposure to violence and harassment.
When psychosocial risks are left unaddressed it can result in burnout, workplace disengagement and an increase in workplace injury claims. By implementing early intervention measures into the workplace, organisations can reduce harm, improve morale and boost productivity amongst workers.
How to Prepare the Psychological Health Regulations
Taking early steps can help organisations meet compliance requirements and support staff wellbeing. Employers can start by:
- Reviewing their policies and procedures to ensure psychosocial hazards are covered.
- Conducting a psychosocial risk assessment to identify and prioritise areas for improvement.
- Training leaders and teams to recognise early signs of psychological harm.
- Encouraging open communication and early intervention when concerns arise.
- Monitoring and reviewing data such as absenteeism, staff surveys and incident reports to track progress.
How Recovery Partners can help
At Recovery Partners, we help businesses create safer, healthier workplaces while ensuring compliance with all relevant legislation. Our consultants work closely with organisations to identify risks, implement effective strategies and support ongoing psychological health and wellbeing initiatives.
Want to find out more?
Our services are available nationwide. Our consultants love to have a chat, so go ahead and give us a call on 1300 OHS RTW (647 789) or email enquiries@rrp.com.au
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Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at https://www.safeworkaustralia.gov.au/