PSYCHOSOCIAL RISK SUPPORT
Psychosocial risk support
for safer, healthier workplaces
Practical support to help you identify psychosocial hazards, assess workplace risks and put effective controls in place to protect psychological health at work.
Trusted by 1100+ organisations
COMMON PSYCHOSOCIAL RISK GAPS
Psychosocial risks
need managing
You’re unsure what counts as a psychosocial hazard
Psychosocial hazards can come from the way work is designed, managed or experienced, and it isn’t always obvious where the risks sit.
You haven’t assessed the risks
You know psychosocial safety matters, but you don’t yet have a structured way to identify hazards, assess risk and document your controls.
Your team is raising concerns
Workload, poor support, unclear roles, workplace conflict or other concerns are starting to affect employees and need a closer look.
Your controls may not go far enough
Policies alone may not adequately control psychosocial risks if the way work is designed, managed or supported is contributing to the problem.
Your risk register needs updating
Workplace conditions change, so psychosocial hazards and control measures need to be reviewed to make sure they remain relevant and effective.
How we can help
Practical support to
manage psychosocial risks
Support 01
Identify psychosocial hazards
We help you look at the work, workplace environment and employee interactions to identify psychosocial hazards that may be affecting your people.
support 02
Assess the level of risk
We help consider factors such as how often workers are exposed, how long exposure lasts, how severe it may be and whether different hazards are interacting.
Support 03
Build a psychosocial risk register
We can help you document identified hazards, risks, existing controls and further actions in a practical psychosocial risk and control register.
Support 04
Strengthen workplace controls
Policies alone may not adequately control psychosocial risks if the way work is designed, managed or supported is contributing to the problem.
support 05
Consult with your workers
Workplace conditions change, so psychosocial hazards and control measures need to be reviewed to make sure they remain relevant and effective.
Support 06
Review and keep controls current
Psychosocial risk management is ongoing. We can help review controls, workplace practices and risk registers as your organisation and workforce change.
Why HR Dynamics
HR Support that works around your workplace
We take a practical, down-to-earth approach and give you advice you can put into action.
Real people, not a call centre
One-off or ongoing support
Advice tailored to your situation
Australia-wide support
FAQ
Questions we get asked most
Still have a question?
Not sure what type of HR help you need? Give us a call and tell us what's happening. We'll talk you through your options and help you understand the best next step.
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What is a psychosocial hazard?
A psychosocial hazard is anything at work that may cause psychological harm. Hazards can arise from the design or management of work, the work environment or workplace interactions and behaviours. Common examples include high job demands, low job control, poor support, lack of role clarity, bullying, harassment, violence and workplace conflict.
Do employers have to manage psychosocial risks?
Yes. Under model WHS laws, a person conducting a business or undertaking must eliminate psychosocial risks where reasonably practicable or, if elimination is not reasonably practicable, minimise those risks so far as reasonably practicable. Psychological health forms part of an employer’s broader WHS duties.
What are common psychosocial hazards at work?
Common psychosocial hazards include high job demands, low job control, poor support, unclear roles, poor organisational change management, inadequate recognition, remote or isolated work, traumatic events, violence, bullying, harassment and poor workplace relationships. Multiple hazards can also interact and create a higher level of risk.
How should psychosocial risks be managed?
The usual WHS risk-management process applies: identify hazards, assess the risks, implement controls and review whether those controls are working. Employers must also consult workers and relevant health and safety representatives throughout the process.
Is having a psychosocial safety policy enough?
No. A policy may form part of your approach, but psychosocial risks need to be actively managed. Controls should address the actual source of the risk, which may involve work design, workload, support, role clarity, management practices, workplace behaviour, training and other practical changes.
How often should psychosocial risk controls be reviewed?
Controls should be monitored and reviewed to make sure they remain effective. A review may be needed when controls are not working, workplace conditions change, new hazards are identified or other circumstances indicate the existing controls may no longer adequately manage the risk.
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