Back in 2011, Safe Work Australia developed a set of workplace health and safety standards they deemed to be the minimum requirements. For these to become law, each state and territory must pass them under their own legislation. These laws are called Model Laws and whilst Safe Work Australia can monitor them, they cannot enforce them. (Read More)


For organisations looking to put their people first, and invest in their workforce, these model laws are an opportunity to commit to best practice. One of these elements is around managing psychosocial hazards in the workplace.


What are psychosocial hazards?

These hazards can be likened to the same physical hazards you’ll find the in the workplace. So when you start looking at how you can identify them,  I’d like you to keep in mind that they are tangible hazards. As a result, you’ll be able to identify these as something you can see, or hear.

There are the top 15 main hazards as listed by Safework NSW. These are:

  1. Work Overload
  2. Lack of workload
  3. Exposure to trauma
  4. Lack of clarity in the job role
  5. Little job control
  6. Poor workplace relationships and conflict
  7. Lack of support from supervisors and managers
  8. Poor Co- Worker support
  9. Workplace Violence
  10. Bullying
  11. Harassment
  12. Lack of rewards and recognition
  13. Remote or isolated work
  14. Poor organisational change consultation
  15. Lack of processes and procedures


Rather than delve into all of them here – I’ll highlight a couple of these risks for you to look over and see how you can manage them.

Managing these hazards:

Your first step is to go through the list and rate your organisation using a scale of 1-5.  by doing this, you’re looking at how well you can monitor and manage these risks, and psychosocial hazards. Next, look at those you have given a rating of 4 or lower. Then, take some time to think of ways to manage these risks. Ask yourself, what does this look like in my workplace? And then ask yourself – how can I stop this from happening?

Risks like lack of clarity in a job role can be managed by enrolling your managers into our Management For Impact program where we can teach them how to set expectations clearly, understand what is required of them, and give them some clarity.

Remote or isolated work can be managed by arming your leaders with their very own Virtual Team Report, helping them to manage their teams from home. As a result, your managers are better equipped to understand their team, their needs and know exactly how to check in on each person, according to their psychometric assessment profile. Check these reports out as part of the REACH Ecosystem that can be implemented into your organisation.

Actually the majority of these hazards can be managed by simply adopting the entire REACH Ecosystem into your workplace.

Enter your details below to get a demo of the system so you can see how it works for yourself.


Here are some more reference sites for you to research:

People at Work 

Safe Work Australia