Psychological health and safety

On this page

• What is psychological health and safety
• Who is responsible
• Employer/PCBU obligations
• Worker obligations
• Dealing with a psychological health and safety issue at work
• Tools and resources

What is psychological health and safety

Psychological health and safety at work is when workers feel safe, supported and respected.

Psychological health and safety is about protecting workers and others in your workplace from psychological harm, in the same way that you protect them from physical harm. It includes the management of aspects of work which may cause stress known as psychosocial hazards.

Consequences of not managing psychological health and safety

When businesses do not effectively manage risks that can lead to psychological harm, it can increase the risk of psychological and physical injuries, incidents and errors.

Workers can experience physical, mental and emotional reactions to their work, the work environment or the actions of their organisation. Their response may be positive or negative, with negative responses sometimes referred to as work-related stress. Stress itself is not an injury, but if it becomes regular, excessive and long-lasting it can lead to psychological and physical injuries and illnesses.

These hazards may arise from how work is designed, organised, managed, or from the work environment and workplace relationships.

When workers face excessive job demands, limited time, or inadequate support, they may experience stress responses that can lead to psychological or physical harm.

Some of the effects of work-related stress are:

• physical – headaches, fatigue, slow reaction and responses, poor digestion, self-harm
• mental – forgetfulness, inability to make decisions.
• emotional – anxiety, anger and irritability, feelings of worthlessness and depression, mood swings, constant worrying, suicidal thoughts.
• behavioural – reduced performance, withdrawal, impulsive or risky behaviour, substance abuse.
• increased risk of long-term health implications – cardiovascular disease, musculoskeletal disorders, psychological injuries such as depression, post-traumatic stress disorder, gastrointestinal disorders.

Increased work-related stress can also impact your business through:

• a reduction in productivity and efficiency
• a decline in job satisfaction and team morale
• increases in absenteeism and sick leave
• increased staff turnover
• increases in incidents and injuries
• increases in workplace conflicts
• increases in workers complaints and workplace conflict
• increased costs from training, recruitment and investigations
• increases in health care expenditure and workers’ compensation claims.

Benefits of a psychologically healthy and safe workplace

A psychologically healthy and safe workplace is one where:

• workers have the confidence to speak up about risks and issues in the workplace, without fear of punishment
• workers and managers receive appropriate training to identify, prevent, and respond to psychosocial risks and harmful behaviours
• businesses are proactively managing psychosocial hazards through a risk management process
• businesses intervene early to investigate harmful workplace behaviours including bullying, harassment and discrimination
• the work environment, work processes and systems and worker health is monitored to prevent the onset of work related psychological and physical injury and illness
• a culture of respect, inclusion and support is promoted
• workers are involved in making decisions that could affect their health and safety (meeting work, health and safety (WHS) consultation requirements)
• leaders lead by example.

A psychologically healthy and safe workplace is not only required under WHS laws in NSW, but it also helps improve outcomes for businesses by:

• creating a more engaged and productive workforce
• reduced injuries and staff turnover
• less workplace conflict
• helps attract and keep great workers.

Who is responsible

Everyone in the workplace has a role in creating a psychologically healthy and safe work environment. Leaders play a key part by setting the tone and building a culture where people feel safe and supported.

Workplaces need to manage all types of hazards – not just those that affect physical health, but also those that impact psychological health.

This includes identifying and managing psychosocial hazards, such as high work pressure, poor support, or bullying.

For more information on psychosocial hazards refer to the Managing psychosocial hazards at work code of practice.

Employer/PCBU obligations

The Work Health and Safety Act 2011 defines ‘health’ as both physical and psychological health. Employers must eliminate or minimise their workers risk of psychological harm by:

• identifying hazards (such as psychosocial hazards) in the workplace
• assessing risks related to those hazards
• putting control measures in place to eliminate and reduce risks
• ensuring there is a review and/or monitoring process for control measures to be regularly checked for their effectiveness
• consulting with workers throughout the process of identifying hazards, their risks and solutions
• responding to reports of psychosocial hazards and investigating psychological work-related injuries.

Find more information about your obligations to manage psychosocial hazards.

Worker obligations

Workers are responsible for ensuring their acts or omissions do not impact on the health and safety of others. Workers must follow reasonable instructions, policies and procedures developed by their workplace.

Workers should also take care of their own physical and psychological health and safety and report any hazards or risks impacting on their safety. For example, take breaks to avoid role overload and seek help if you are overwhelmed.

To meet their obligations workers should:

• be respectful, inclusive and support their colleagues
• have open communication and work as part of a team
• identify and report hazards to your business such as poor support, role overload or if you witness or are being exposed to harmful workplace behaviour
• participate in workplace processes such as risk assessments, reviewing control measures and participating in psychological health and safety training.

Learn more about worker obligations.

Dealing with a psychological health and safety issue at work

It’s important to know who to contact for your situation and the specific psychosocial hazards impacting on your health and safety.

Workers should attempt to raise concerns related to psychological health and safety with their employer in the first instance to resolve WHS risks. If your concerns remain unresolved after raising them, you can contact SafeWork NSW for advice and assistance.

For assistance from SafeWork NSW:

1. read our Psychosocial Hazards Service Standards to understand what you can expect from us, and what we expect from you when you raise a psychosocial hazard issue with us
2. read information about psychosocial hazards to identify what may be affecting you and/or other workers
3. complete the Psychosocial hazards request for service form
4. if you have any questions or are having difficulty completing the form, call us on 13 10 50.

Immediate support

If you need emotional support, the following services may help:

• Lifeline on 13 11 14 – 24-hour counselling service providing emotional support in times of crisis.
• Mental Health Line on 1800 011 511 – 24-hour support service across NSW that can connect you with a mental health professional.
• Headspace on (02) 9114 4100 – a national youth mental health foundation that helps young people between 12 and 25 who are going through a tough time.
• Suicide Call Back Service 1300 659 467 – provides free immediate professional phone and online counselling support for anyone affected by suicide.

Tools and resources

• Psychosocial hazards – SafeWork NSW. Find information about what psychosocial hazards are, their effects and how to manage them.
• Mental health at work – NSW Government. Creating a mentally healthy workplace is the responsibility of all employers, leaders and workers in NSW.
• Controlling the risks of workplace sexual harassment: a guide for businesses – SafeWork NSW. Practical guidance to help NSW businesses and others who have duties under the NSW WHS laws to better understand how to manage risks of sexual harassment in the workplace.
• 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 and risks.
• Preventing psychological harm: first steps for small business – SafeWork NSW. Fact sheet for small businesses providing practical, easy-to-follow steps to identify and manage psychological risks in the workplace.
• Consulting your workers about psychosocial hazards and risks – SafeWork NSW. Fact sheet for small businesses on consulting workers about psychosocial hazards in the workplace.
• Work Health and Safety Regulation 2025 – NSW Government. Includes essential elements of the work health and safety regulatory framework, setting out detailed requirements to support the duties in the WHS Act. The WHS Regulation also prescribes procedural and administrative requirements to support the WHS Act.
• Work Health and Safety Act 2011– NSW Government. The primary legislation governing workplace health and safety in New South Wales. It establishes the legal framework for protecting the health, safety, and welfare of workers and others in the workplace.

Work undertaken by SafeWork NSW

Psychological Health and Safety Strategy 2024-2026

The Psychological Health and Safety Strategy 2024-2026 outlines how SafeWork NSW will support businesses to comply with their duty to effectively manage risks and prevent psychological harm in NSW workplaces.

Evaluation

We conduct external evaluations of activities and programs. The findings contribute to measuring our performance against business and corporate plan indicators and provide support to make changes to the way we do business. Read our evaluation activities relating to psychological health and safety in NSW.

References

*SIRA Annual Report 2024-2025 – State Insurance Regulatory Authority (SIRA)