On the 19th of February 2026, SafeWork SA introduced two new Codes of Practices addressing the management of psychosocial hazards and sexual and gender-based harassment at work. These codes aim to clarify existing legal duties for employers, assist them in meeting their health and safety obligations and to better protect worker wellbeing. As the expectations of workplaces to manage and address psychological safety in the workplace continue to evolve, these new Codes of Practice provided clearer guidance and strategies for employers. This marks an important shift in expectations around psychosocial risk management in South Australia.
Why these codes matter
Psychosocial hazards are risks that arise from work design, the work environment, equipment or workplace behaviours that may lead to psychological harm. In the workplace, workers are often exposed to multiple psychosocial hazards at the same time. When these hazards are not properly identified and managed, there can be serious consequences for both workers and employers. This is why effective psychosocial risk management in South Australia is critical for modern workplaces. Research shows that psychosocial injuries often take longer than physical injuries to recover from and in return can be more costly for both the injured worker and employer.
The new South Australian Codes of Practice recognise that sexual and gender-based harassment is a psychosocial risk that can result in both psychological and physical harm. The Code requires employers to address this risk as part of their overall psychosocial risk management obligations. It is important for employers and PCBU’s to read and understand these Codes as they help workplaces better protect worker wellbeing and reduce the human economic impacts of workplace psychosocial harm.
Managing Psychosocial Hazards at Work Code of Practice
SafeWork SA’s ‘Managing Psychosocial Hazards at Work’ code of practice provides practical information that helps employers meet their WHS obligations and keep workers safe by proactively managing psychosocial risks at work. Psychosocial hazards can arise from the way work is designed, managed and experienced in the workplace.
The Code of Practice includes a range of different psychosocial hazards including:
- Inadequate support.
- High job demands.
- Remote or isolated work.
- Poor leadership or supervision.
- Lack of recognition.
- Violence and aggression.
- Unclear role expectations.
- Job insecurity.
- Poor organisational justice.
- Intrusive surveillance.
- Poor physical environment.
- Conflict or poor relationships.
The Code of Practice outlines clear and practical steps on how employers and PCBU’s can effectively manage psychosocial risks in the workplace.
- Identify hazards.
- Assess risks.
- Control risks.
- Review control measures.
Sexual and Gender-Based Harassment Code of Practice
The new Code of Practice by SafeWork SA defines sexual harassment as “any unwelcome sexual advance, unwelcome request for sexual favours or other unwelcome conduct of a sexual nature which makes a person feel offended, humiliated or intimidated, where a reasonable person would anticipate that reaction in the circumstances”. They also describe gender-based harassment as a person receiving unwelcome conduct due to their gender, sex or sexuality.
Sexual or gender-based harassment in the workplace may include the following behaviours:
- Actual or attempted rape or sexual assault.
- Unwelcome physical contact, including but not limited to hugging, kissing or cornering.
- Sexual gestures or indecent exposure.
- Physical assault, threats or intimidation based on a person’s sex, gender identity or sexual orientation.
- Repeated sexual advances.
- Derogatory or demeaning remarks about a person’s sex, gender identity or sexual orientation.
- Remarks rating someone’s sexual attractiveness.
- Intrusive questions about a person’s private life or body.
- Excluding someone from opportunities due to sex, gender or sexuality.
Displaying or distributing sexually explicit material in the workplace.
What Employers Need to Do for Psychosocial Risk Management in South Australia
To comply with these Codes, employers and PCBUs must take a proactive and systematic approach to psychosocial risk management in South Australia, including sexual and gender-based harassment. Organisations need to actively identify potential hazards and implement measures to prevent harm before it occurs through early intervention. This includes consulting with workers, assessing risks and determining appropriate control measures. Employers must:
- Implement a structured risk management process by identifying hazards,
- Assess the level of risk,
- Implement reasonably practicable controls,
- And regularly review them to ensure they remain effective.
In relation to sexual and gender-based harassment, employers must establish clear behavioural standards, provide training and education, create safe and accessible reporting pathways, respond promptly and appropriately to complaints. This includes conducting fair investigations and taking action where required. By implementing these practices into everyday operations, employers can strengthen workplace culture, reduce risk exposure, and better protect the psychological health and safety of their workers.
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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/