Low job control

Information for employers and workers about managing the risk of low job control.

What is low job control?

Low job control is when workers have little control or say over how, when and what work they do.

Low job control can create risks of harm when it is occurring over a long period of time, happens often or becomes severe. This includes when workers:

  • have little control over how they do their work, when they can change tasks or take breaks
  • are not involved in decisions that affect their work or clients
  • experience excessive  or unreasonable levels of surveillance
  • are unable to speak up about work health and safety and the way work is done.

Where the safety or quality requirements need to be strictly prescribed, there is likely to be more limited opportunities for worker input into decision making, however workers must still be consulted.

Risks related to low job control

Impacts on workers and teams can include:

  • emotional and cognitive reactions such as a difficulty concentrating, feeling powerless and a loss of confidence
  • low morale and motivation amongst teams
  • behavioural changes such as withdrawal and performance issues
  • burnout, fatigue and depression.

Risks related to low job control can also be heightened if other psychosocial hazards exist. If workers experience high work demands and poor support from colleagues and managers, this will increase the likelihood of stress.

It can also have social and economic costs for workers, their family and the business.  Businesses may experience high staff turnover, poor worker engagement and a negative workplace culture with increased complaints and absenteeism.

How to manage the risks

Employers/PCBUs

Under WHS laws, a person conducting a business of undertaking (PCBU) must take proactive steps to prevent risks associated with low job control, where it is reasonably practicable.

PCBUs must:

  • Eliminate health and safety risks at work, including psychosocial risks. If PCBUs are unable to eliminate risks, they must be minimised so far as is reasonably practicable.
  • Manage risks associated with low job control and consider applying the risk management process (PDF, 556.72 KB) to assist in meeting their duties. This process involves consulting with workers to identify, manage, control, and review risks related to the hazard.
  • Identify and adopt effective control measures.  Find information about how to do this on our psychosocial hazards page.

The Managing psychosocial hazards at work code of practice will help you meet your responsibilities under WHS laws in NSW.

Workers

While at work, workers must:

  • take reasonable care for their own psychological and physical health and safety
  • take reasonable care not to adversely affect the health and safety of other persons
  • comply with reasonable health and safety instructions, as far as they are reasonably able, and
  • cooperate with reasonable health and safety policies or procedures, for example reporting workplace hazards and injuries.

Workers should report concerns to their employer if they experience harm related to low job control. This will ensure they get support and the PCBU can take action to address the risk.

If you have raised concerns about harmful workplace behaviour internally and no action is being taken, read our ‘Dealing with a psychological health and safety issue at work’ section for further assistance.

Examples of controls and actions

PCBUs must use the hierarchy of controls (PDF, 46.87 KB) and consider relevant matters in Section 55D of the WHS Regulation 2025 when identifying appropriate control measures to eliminate and minimise the risk of low job control.

When choosing control measures you must consider all hazards present and how they may interact and combine.

Here are some examples of controls that can help minimise harm.

  • Design processes and systems to manage new situations and provide autonomy for workers to apply their judgement when processes are not fit for purpose.
  • If work tasks are machine or computer paced, design processes so workers can alter the pace of work or pause the task to take breaks or rotate tasks.
  • Develop plans and consult with workers in advance to manage risks and hazards associated with peak work periods (such as harvest season in agriculture, increased work hours during holiday periods).
  • Provide workers with reasonable control over their physical environment such as adjusting their workstation.
  • Match workers’ level of autonomy to their skills and experience.
  • Provide workers with additional training opportunities to rotate tasks.
  • Hold regular team and individual meetings with workers and discuss any work challenges, how problems could be solved, giving workers opportunity to be part of decision making.
  • Encourage workers to suggest changes or adopt efficiencies in their work.

Note: These are examples only. You must consult with workers to identify and implement control measures that eliminate or minimise the risks in your workplace, so far as is reasonably practicable.

Resources

  • Psychosocial hazards – SafeWork NSW. Information about what psychosocial hazards are, their effects and how to manage them.
  • Managing psychosocial hazards at work code of practice – SafeWork NSW. Practical guidance on complying with WHS laws, including how to identify and manage psychosocial risks in the workplace.
  • Designing work to manage psychosocial risks – SafeWork NSW. Practical support and information for PCBUs on using work design to manage the risk of psychosocial hazards.
  • Low job control – Safe Work Australia. This resource explains how limited control over work tasks and decisions can contribute to stress and reduced wellbeing and offers strategies to address this psychosocial hazard.
  • Psychosocial hazards request for service form – SafeWork NSW. Use this form to request assistance from SafeWork NSW. This can be useful if your business/workplace doesn’t have processes for you to report workplace conflict or you have reported it internally and no action is being taken.
  • Psychosocial hazards service standards – SafeWork NSW. Information about what you can expect from SafeWork NSW, and what we expect from you when you raise a psychosocial hazard issue.
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