Victoria’s new Psychological Health Regulations effective 1 December 2025 – what employers need to know
The Victorian Government has published the Occupational Health and Safety (Psychological Health) Regulations 2025, which will take effect from 1 December 2025. These Regulations require Victorian employers to identify and manage psychological health risks with the same level of diligence as physical hazards.
What are psychosocial hazards?
Psychosocial hazards are defined under the Regulations as any factor in:
- Work design
- Systems of work
- Management of work
- The carrying out of work
- Personal or work-related interactions
…that may lead to one or more negative psychological responses creating a risk to an employee’s health or safety.
A non-exhaustive list of examples includes:
- Aggression or violence
- Bullying
- Exposure to traumatic events or content
- High job demands
- Low job control
- Low job demands
- Low recognition and reward
- Low role clarity
- Poor environmental conditions
- Poor organisational change management
- Poor organisational justice
- Poor support
- Poor workplace relationships
- Remote or isolated work
- Sexual harassment
Gendered violence and vicarious trauma are also specifically recognised in Victoria’s compliance code materials.
These changes follow key national reviews, including the Boland Review, the Royal Commission into Victoria’s Mental Health System, and the Productivity Commission Inquiry into Mental Health, all of which recommended stronger legal protections for psychological health.
According to Safe Work Australia, over 52% of serious mental stress claims in 2021–22 were due to work-related harassment, bullying, or pressure,highlighting the urgent need for reform.
What do Victorian employers need to do?
Employers must identify, assess, and control psychosocial hazards, so far as is reasonably practicable. This includes applying a hierarchy of control, prioritising:
- Elimination of the risk
- If not possible, modifying systems of work, job design, or the physical work environment
- Only then, using information, instruction, or training – but not as the sole or primary control unless no other practicable option exists.
Employers must also consult with Health and Safety Representatives (HSRs) and employees during the risk management process and when developing controls.
What employers should do now
Although the regulations do not commence until December 2025, employers should prepare by:
- Training managers and employees on recognising and responding to psychosocial hazards
- Updating or develop prevention plans* and ensure your approach applies the full hierarchy of control
- Reviewing job design, roles, workload allocation, and team structures
- Strengthening incident reporting and follow-up systems
- Engaging with HSRs and employees throughout the consultation and change processes.
*While prevention plans are encouraged by WorkSafe Victoria, they are not mandatory under the Regulations, however, they are recommended their use as a tool to address risks and prevent harm. Employers should customise their plans to their nature of work and specific hazards as it may not be applicable in every circumstance.
Taking early action to align with these Regulations will reduce harm, help employers comply with their legal obligations and create a mentally healthy workplace.
LDN will continue to support employers and leaders with resources, updates, and insights as Victoria implements these important reforms.
Does your organisation need training on proactively preventing, identifying and managing psychosocial hazards in the workplace?
Contact LDN today to learn how our training can help reduce workplace stress, improve mental health outcomes and help your organisation comply with legislation.
