Psychological Safety Survey Template
Start to identify key Psychological hazards in your workplace.
What's in this psychosocial hazard survey template?
A 17-question self-assessment covering the four areas that matter most for psychosocial compliance: team climate, leadership and support, wellbeing and workload, and workplace behaviours. Includes open-response questions that surface what staff won't say in a meeting, and a results interpretation guide so you know what to do with the data.
Ready to send. No customisation required.
How to use this psychosocial hazard survey template
Send it to your team before your next WHS review, as part of your initial psychosocial hazard identification process, or when you suspect pressure is building somewhere but can't see where.
Staff complete it anonymously in around five minutes. You review the response patterns by section — not individual answers. Where you see consistent disagreement, you've found a hazard worth assessing formally.
This survey is a starting point, not a substitute for a full psychosocial hazard management system. Use it to identify where to look. Then assess the risk, implement controls, and document that you did.
Why psychological safety surveys matter
Psychosocial hazard regulations require you to identify risks before harm occurs — not respond after someone lodges a claim. The problem is most hazards don't announce themselves.
Excessive workload gets normalised. Bullying gets shrugged off. Inadequate support stays invisible until someone resigns or goes on WorkCover.
A structured survey gives staff an anonymous way to flag what they'd never say out loud. It gives you documented evidence that you sought out hazards systematically — which is exactly what regulators want to see when they investigate.
One prevented WorkCover claim saves $46,400. One prevented resignation saves $85,000. A survey costs you nothing but the time to act on it.
FAQs
How is this different from an annual engagement survey?
Engagement surveys measure how people feel about the organisation. This measures psychosocial safety specifically - the hazards the Code of Practice requires you to identify and control.
The questions are mapped to legally mandated hazard domains, not general satisfaction metrics.
What do I do with the results?
Review response patterns by section, not individual answers. Consistent disagreement in any section signals a hazard worth formally assessing. Share findings with your WHS and leadership team.
Where patterns suggest concern, act - don't file and forget. A survey only satisfies compliance obligations if it leads to documented action.
Does completing this survey meet my psychosocial compliance obligations?
No — and be wary of anything that claims it does. Identifying hazards is step one of a four-step process. You still need to assess the risk, implement controls, and review whether those controls are working.
This survey helps you do step one properly. Foremind handles the rest.
Hello 👋 I’m Joel the founder of Foremind.
Are you ready for simplified support & compliance?
Answers to the frequently asked questions.
Our last EAP was barely touched. Why would this be different?+
Most EAPs go unused because of how they're accessed, not because staff don't need them. Phoning a stranger, explaining yourself, then waiting weeks is enough to stop most people before they start. Foremind removes all three steps: staff see real counsellor profiles, pick someone themselves, and book the same day.
If you already have a provider, the question worth asking is what your current utilisation is. Most traditional EAPs sit in low single digits, which means you're paying for cover your people aren't reaching. If yours is being used, staff can get seen quickly, and it covers your psychosocial obligations, there's no reason to move. If not, it's worth knowing what you're getting for the spend.
Do you offer 24/7 support?+
Yes. A 24/7 after-hours crisis line means staff can reach someone immediately at any hour, including nights and weekends.
Counselling appointments are also available outside standard business hours, so shift-based and on-call teams aren't limited to a nine-to-five window. Those are two different things, and it's worth checking any provider offers both rather than just the crisis line.
Are your EAP counsellors based in Australia?+
Yes. Every practitioner on the platform holds current membership with an Australian professional body and practises under Australian standards, codes of ethics and disciplinary frameworks. There are no offshore call centres.
Practitioners hold membership with the Australian Counselling Association, the Psychotherapy and Counselling Federation of Australia, or the Australian Association of Social Workers, along with a current Working with Children or Vulnerable People Check.
How much does an EAP cost?+
Pricing is usually per employee per month, based on total headcount rather than how many people use the service. Costs vary widely depending on whether sessions are bundled in and whether compliance tooling is included.
A more useful comparison is cost per employee who actually uses it. An EAP with 2% utilisation can work out several times more expensive per person helped than one that gets used. Foremind offers pay-as-you-go, inclusive session plans and compliance-inclusive plans, with discounted pricing for not-for-profits and charities.
For full breakdown of our plans, see our EAP pricing page or request a quote for a tailored proposal.
What information does an employer receive about EAP usage?+
Nothing that could identify anyone. All counselling is completely confidential and all reporting is anonymous - you'll never see who booked, when, or what was discussed.
What you do see is the aggregated picture: how many people are using it, what psychosocial risks are prevalent in the business, and which teams are under pressure. Enough to know the investment is working and where to act, never enough to identify a person. Reporting thresholds mean small teams can't be reverse-engineered from the data.
Does having an EAP meet an employer's psychosocial duty of care?+
No. An EAP is a control measure, and a valuable one, but it only addresses harm after it has occurred. It doesn't identify hazards, assess risk, or evidence that controls are working.
Australian WHS law requires you to identify psychosocial hazards, assess the risk, control it so far as is reasonably practicable, and review whether those controls are working — with documented evidence at each step. Offering counselling on its own leaves three of those four steps undocumented.
Foremind covers both in one platform. See how the compliance side works in our product tour.