New Psychosocial Codes of Practice - what they mean for your workplace

The International Standard - ISO 45003 was launched in 2021 is the first global standard that provides specific guidance on the management of psychosocial risks and promotion of wellbeing at work, in a manner consistent with other health and safety risks in the workplace.

ISO 45003 is a risk management tool to help organisations in their shared responsibility to build safer and healthier workplaces. What makes it unique is that it emphasises the business imperative for promoting and protecting psychological (not just physical) health in the workplace. The guidelines are not legally enforceable but subsequently the majority of States In Australia have implemented new Regulations of Codes that provide minimum standards that workplaces must follow to be compliant with WHS legislation.

Psychosocial risks or hazards are anything at work that may cause psychological or physical harm. These stem from:

´ the way the tasks or job are designed, organised, managed and supervised

´ tasks or jobs where there are inherent psychosocial hazards and risks

´ the equipment, working environment or requirements to undertake duties in physically hazardous environments, and

´ social factors at work, workplace relationships and social interactions. - Worksafe Qld

It is likely that a significant number of workplaces are not active in addressing psychosocial hazards and can ignore or deny that issues exist or that they have a role to play in preventing harm.  Historically until recently, wellbeing issues have been considered as personal and not related to business. However emerging case law and prosecutions including around issues such as domestic and family violence, sexual harassment, workload and other psychosocial risk events at work have changed the landscape and there is little excuse for non-compliance.

Some organisations may not be inactive but take a more reactive approach and acknowledge that wellbeing, work-life and mental health issues can impact on work. However, action is only taken after complaints or obvious issues but there is little focus on policy implementation or strategy. Ideally, a proactive approach would include extensive consultation with employees and would include: Assessment  of all risk aspects (including culture that impacts on wellbeing) with Initiatives to support individuals and organisational wellbeing actively integrated into all workplace development processes and decisions with key identification of possible future risks.

On April 1st 2023 Queensland implemented the Managing the risk or psychosocial hazards at work Code of Practice 2022 (the code) New Regulations (part of the WHS Act). This followed the implementation of a similar code in New South Wales Code of Practice: Managing Psychosocial Hazards at Work 2021 

The Queensland Code underpins Workplace Health and Safety Act (WHS) Regulations and provides practical guidance on how to achieve required WHS standards. A person conduction a business or enterprise (PCBU) must comply as far as reasonably practicable. No new specific duties – but obligations are clarified in an easy-to-understand document. The Code:

• Identifies the most common psychosocial hazards

• Determines who has a duty.

• Provides guidance on consulting workers.

• Provides guidance on risk management, responding to complaints or incidents and dispute resolution

The Code also outlines an integrated approach to implementation:

INTERVENE  - strategies to manage and address

SUPPORT RECOVERY – following injury or illness

PROMOTE – strategies for positive practices

PREVENT – systematic safety management to address hazards.

It also emphasises that Compliance predicates upon consultation, and that employees  must be provided with a reasonable opportunity to identify and  raise psychosocial health and safety issues, express their views and contribute to decision-making.

The Code provides a range of resources, such as case studies, examples of psychosocial hazards, example risk management measures, an example risk register, and an example work-related bullying policy and includes risk assessment resources including the People at Work Survey, Focus group guidelines and a 32 page Psychosocial Risk Assessment Tool

There is also a Complaint response guide and Guide for small business

Common psychosocial hazards are identified to include:

´ High or low job demands

´ Low job control

´ Low support

´ Low role clarity

´ Poor change management

´ Low reward and recognition

´ Poor workplace relationships including conflict

´ Isolated work

´ Poor work environment

´ Traumatic exposure

´ Violence/aggression/bullying/sexual harassment

During my experience as an industrial advocate and intersecting with my mental health roles, I witnessed first hand that some of the above work related exposures can be extremely damaging to people – sometimes for very long periods. Phenomena such as vicarious trauma, burnout, post traumatic stress and critical incident stress, while not always easy to fully control can be minimised with effective responses, cessation of exposure and ongoing mental health and wellbeing support.

The Code firmly places a higher level of responsibility on employers to reshape systemic and cultural deficits and build social capital for workplace wellbeing by putting people first and acknowledging that work-centric and output driven cultures or other toxic elements such as unresolved conflict or high exposure to aggression will leave employees exhausted, burnt out and at risk of psychological harm (and may also manifest in physical ailments).

I encourage you to access these valuable resources and have your say about psychosocial safety at work - regardless of where you work or your level of responsibility.