Victoria – Psychosocial Hazard Legislation is Here
Victoria introduces psychosocial hazard laws—businesses must prepare by Dec 2025.
The Importance of Complying with New Victorian Psychosocial Hazard Legislation
Workplace mental health has become a growing concern in Australia, with Federal Legislation introduced in 2023 and other states and territories following suit. After what seems like an eternity of industry engagement and reviews, Victoria is finally taking steps to protect employees from psychosocial hazards.
The new regulations are set to take effect from December 1, 2025, which means Victorian businesses must take proactive measures to comply. This legislation aims to ensure that workplaces address risks such as bullying, harassment, and workplace stress, creating safer environments for all employees.
Why Compliance Matters
Failing to comply with managing psychosocial hazards not only harms employees but also affects businesses through increased absenteeism, increased turnover, and potential legal consequences. Mental injury claims have been on the rise, and this legislation aims to curb that trend by holding businesses accountable for maintaining mentally healthy workplaces.
What Businesses Need to Do
To comply with the new regulations, businesses should:
1. Identify and Manage Psychosocial Risks
Ensure employees have a clear path to reporting incidents, including anonymous reporting. Engage with your staff via surveys or other forms of consultation to ensure that you have correctly identified all risks across the business.
Conduct risk assessments to determine potential hazards in the workplace, such as high workloads, poor workplace culture, or exposure to traumatic events.
2. Implement Preventative Measures
Develop and implement controls and strategies to mitigate risks, such as training programs, reporting systems, and clear policies on workplace behaviour.
3. Provide Employee Support
Ensure employees have access to mental health resources, such as Employee Assistance Programs (EAPs) or employee counselling services.
4. Monitor and Review
Regularly evaluate workplace mental health policies and make adjustments as necessary to maintain compliance.
The Benefits of Compliance
By following these regulations, businesses will not only meet legal requirements but also experience tangible benefits:
Enhanced Employee Wellbeing – A mentally healthy workplace leads to higher morale, job satisfaction, and retention rates.
Increased Productivity – Reducing stress and burnout results in improved efficiency and performance.
Stronger Reputation – Companies that prioritise employee wellbeing are seen as employers of choice and more desirable workplaces.
Legal Protection – Compliance helps mitigate risks of fines, compensation clams, lawsuits, and reputational damage.
Preparing for the Changes
With ample time before the 2025 enforcement date, businesses should start taking steps now to integrate psychosocial risk management into their workplace health and safety strategies. It is never too late to start, and we made you a guide to getting started with managing these changes below.
Final Thoughts
Victoria’s new psychosocial hazard legislation is a necessary step toward improving workplace mental health. By proactively addressing risks and fostering a positive work culture, businesses can create safer, more productive environments for their employees.
Now is the time for Victorian companies to act, ensuring they are fully prepared to meet the new requirements and support their workforce’s wellbeing.
For further details on the legislation, visit Premier of Victoria.
Help is always available
Here are some useful resources for more help – for you and for your team:
- Lifeline – 13 11 14 and https://www.lifeline.org.au/ – offers fee, confidential, 24/7 telephone crisis support and lots of info and resources on their website
- Beyond Blue – https://www.beyondblue.org.au/ – info and support about mental health and suicide prevention
- Heads Up – https://www.headsup.org.au/ – the part of Beyond Blue that is specially developed for mental health in the workplace
This post has discussed challenging topics, which can be confronting for particular readers. If you need support, please feel free to contact Lifeline on 13 11 14 or 000 if you need immediate help to stay safe.
Find out more about how Foremind is making access to mental health mainstream for workers and supporting companies manage their Psychosocial Hazard compliance!
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All counsellors must apply to the role and are interviewed before added to the platform, must meet the criteria as per the below.- We employee counsellors, mental health social workers, mental health nurses and psychotherapists.- Qualifications in Counselling, Psychotherapy or Social Work, minimum Bachelor or Masters qualification- Minimum 3 years direct practice experience post graduation- Registration with appropriate body – PACFA Clinical registration, ACA level 2 minimum, Accredited Mental health Social worker or Clinical Social worker- Broad experience providing individual coaching, counselling and support for personal and work-related issues- How far reaching is your EAP? We have counsellors located in every major city in Australia.
What is the difference between counsellors and psychologists? 1. Qualifications & Training - Counsellor: Typically holds a Diploma or Master’s degree in counselling, or psychotherapy. Their training is focused on practical techniques for supporting mental health and well-being.- Psychologist: Requires a Master’s or Doctorate degree in psychology and must be registered with a AHPRA Their training includes clinical assessments, diagnosis, and therapy.2. Scope of Practice- Counsellor: Provides talk therapy and guidance for life challenges like stress, anxiety, work issues, and relationships. They help clients develop coping strategies but do not diagnose mental disorders.- Psychologist: Can provide therapy like a counsellor but also conducts clinical assessments, diagnoses mental health disorders, and uses evidence-based treatments like CBT (Cognitive Behavioral Therapy).3. Who Should You See?- If someone needs support for personal or work-related challenges, a counsellor is often enough.- If someone is experiencing mental health concerns, like depression, PTSD, or needs a formal diagnosis, a psychologist is more appropriate.
- Counsellors only offer f2f after the initial consult.- At Foremind, all face-to-face sessions must begin with an initial online session.- The initial online session gives your counsellor the opportunity to explain exactly how their face-to-face sessions work, what options are available, and to ensure everything is properly scheduled. This helps avoid confusion and makes sure you get the best experience possible.- For sales team info; @Dylan This is because our system currently doesn't allow therapists to list separate locations and availability for face-to-face sessions, and many of our counsellors offer in-person appointments only at specific times or locations.- For example, Skai near Byron Bay provides face-to-face sessions, but only on Thursdays and with enough advance notice to arrange space and travel.- F2F sessions also need a bigger time-buffer between so they cannot be booked back-to-back.- Availability for space -- First session is counted + information to book in counselling to allow make- F2f take 3 sessions to break through pleasing tendencies - therapeutic alliance - online