The new Managing the risk of Psychosocial Hazards at Work Code of Practice 2022 came into effect in Queensland, Australia on April 1, 2023, and applies to anyone who has a duty of care to manage the risks associated with psychosocial hazards in a workplace.

The Code, although not legislation, is a reference guide that outlines the expectations of employers to have awareness around psychosocial hazards in the workplace that may cause psychological harm to workers.

So, as an employer what does this mean?

The new code recommends that you conduct a risk assessment to identify potential psychological hazards in your workplace and strategies as to how you will either eliminate, control, or minimise these hazards.

What are examples of psychological hazards that I should include in my risk assessment?

These will be unique to each workplace. However, examples would include:

• Long hours
• Shift work
• Poor support
• Low role clarity
• Working with vulnerable clients
• Poor working relationships including interpersonal conflict
• Remote or isolated work environment
• Exposure to traumatic events
• Violence or aggression in the workplace
• Bullying
• Harassment including sexual harassment

Do these things happen in your workplace?  Hopefully not. Your risk assessment will outline what controls you have in place to stop them - think training, workplace policies, toolbox talks, Employee Assistance Programs.

What happens if I ignore the code of practice and don’t do anything?

Well, you could do nothing and never have a problem. However, don’t you want to have a work environment where your employees feel safe and supported, and that is proactive in creating an environment that will minimise psychological injuries?

Secondly think $$. Mental health issues in the workplace are a huge cost to employers, it impacts absenteeism, productivity, employee turnover and customer service (we have all walked into those businesses where there is clearly a toxic work environment).

Finally, if the aspiration of a positive work environment and $$ doesn’t motivate you then be aware that if you have an employee sustain, or allegedly sustain a psychological injury in your workplace, and you are unable to demonstrate that you have taken reasonable steps to keep your employees safe at work, you may be in breach of your workplace health and safety duty of care. Depending on severity this could result in penalties through to imprisonment.

I only employ a couple of people, does this impact me?

Yes, yes, yes. Psychological injuries do not discriminate on the size of the business, the age of employees, or if you have casual or permanent employees. If you employ people, you have responsibilities to meet Fair Work and Workplace Health and Safety requirements.