Victoria: New psychosocial health regulations for employers now in force

At a glance

• Victoria’s Occupational Health and Safety (Psychological Health) Regulations 2025 (Regulations) took effect on 1 December 2025.
• Employers must identify, assess and control psychosocial hazards, and review measures regularly.
• Key changes remove mandatory reporting and prevention plans but encourage use of WorkSafe templates.
• The regulations introduce a broader definition of psychosocial hazards and a stricter hierarchy of controls.
• Employers must consult health and safety representatives and update systems to meet new compliance requirements.

Victoria’s new psychosocial health Regulations took effect on 1 December 2025, placing stronger obligations on employers.

The Regulations now require employers to take proactive steps to manage psychosocial hazards, so far as reasonably practicable, including by:

• Identifying hazards and assessing associated risks.
• Eliminating risks where reasonably practicable, or reducing them if elimination is not possible.
• Monitoring and reviewing control measures regularly.

These duties apply to an employer's employees, contractors, and labour-hire workers.

What has changed?

Unlike earlier drafts, the final Regulations do not require employers to report psychosocial complaints to WorkSafe or implement formal prevention plans. However, WorkSafe has published a template prevention plan to assist with risk assessment and record-keeping, which remains a prudent compliance tool.

Key features of the new framework

The new Regulations introduce a broader definition of psychosocial hazards, encompassing a broad range of factors such as work design, systems of work, and even personal interactions within the workplace.

They also implement a modified hierarchy of controls, which means employers cannot rely solely on training and information as a risk control measure unless other options are not reasonably practicable.

In addition, the Regulations strengthen consultation requirements with health and safety representatives by mandating early information sharing, meeting on request, and giving representatives a genuine opportunity to contribute to decision-making.

Finally, the Regulations set out clear triggers for reviewing and revising risk controls, including organisational changes; new information; reported psychological injuries; notifiable incidents; or any indication that existing measures are inadequate.

Preparing for compliance

Employers should:

• Review systems for managing psychosocial risks in line with the new Compliance Code.
• Ensure managers and workers receive adequate training and have clear reporting channels for psychosocial hazards.