Victoria sets date for psychosocial hazards regulations – what employers need to know
The Victorian Government has confirmed that new workplace psychosocial hazard regulations will take effect from 1 December 2025. These regulations will require employers to identify and manage mental health hazards with the same level of diligence as physical risks.
Psychosocial hazards are work-related factors that can cause psychological harm or mental injury by negatively impacting a worker’s mental health, wellbeing, or safety. These hazards can stem from factors including workplace culture, job demands, interpersonal interactions, or organisational systems and processes.
These long-awaited changes follow several major reviews, including the Boland Review, the Royal Commission into Victoria’s Mental Health System, and the Productivity Commission Inquiry into Mental Health. Together, these reviews highlighted the urgent need for stronger legal frameworks to protect mental health at work.
Further underscoring the need for reform, Safe Work Australia reports that of the approximately 10,000 serious mental stress claims in 2021–22, over half (52.2%) were due to work-related harassment, bullying, or work pressure.
With these statistics in mind, the new regulations aim to create safer workplaces by mandating stronger risk management strategies for psychological health.
What Victorian employers need to know
To help organisations prepare, here are the key points of the upcoming changes:
- New workplace mental health regulations will be made in October 2025 and take effect from 1 December 2025.
- Employers must proactively identify, assess, and control psychosocial hazards such as bullying, harassment, workplace violence, and exposure to traumatic events.
- A Compliance Code will provide clear guidance on how businesses can meet their legal duties.
- Employers will be required to implement and review risk control measures for psychosocial hazards.
- Written prevention plans may be required for specific psychosocial hazards such as aggression, workplace bullying, high job demands, sexual harassment, and exposure to trauma.
- Employers with 50 or more employees may need to report psychosocial complaints to WorkSafe Victoria.
While the government has committed to implementing these regulations, the final version has not yet been confirmed. However, once introduced, they will bring Victoria in line with other Australian jurisdictions that have already introduced formal workplace mental health protections.
What employers can do now
Although the regulations won’t take effect until December, it’s important that employers act now to prepare. Early action will ensure your organisation is ready and compliant when the new laws come into force.
Here are the steps you can take today:
- Review your current approach to managing psychosocial risks and compare it with existing Safe Work Australia guidance.
- Ensure managers and employees receive appropriate training on identifying and managing psychosocial risks.
- Strengthen reporting systems to track and address psychosocial complaints effectively.
- Stay updated on regulatory developments to ensure compliance by the December 2025 deadline.
Be proactive: familiarise yourself with best practices
As regulations evolve, familiarising yourself with existing resources is a practical way to get ahead. These resources outline proven methods for managing psychosocial risks in the workplace and offer frameworks that align with the upcoming Victorian standards:
- Safe Work Australia: Model Code of Practice – Managing psychosocial hazards at work
- ISO 45003 – Psychological health and safety at work: Guidelines for managing psychosocial risks
By taking a proactive approach, you’ll not only reduce the risk of harm to your workforce but also build a healthier, more resilient organisation.
LDN will continue to provide insights and updates on these regulations and their impact on workplace safety and leadership. Stay informed to ensure your organisation is prepared.
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.
