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Psychosocial compliance & reporting

Show your board you’re meeting the duty.

A psychosocial risk register, practical controls and board-ready reporting that supports directors’ and executives’ due diligence. Psychosocial regulations and Codes of Practice now apply across Australia, and we help you meet them.

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Is this you?

Give your board the clear, documented answer it needs.

Directors and other officers have a personal duty to exercise due diligence on safety. For psychosocial risk, that means knowing what the hazards are, being confident controls are in place, and being able to show it.

We work alongside your team to turn assessment findings, and the registers and data you already hold, into one risk register, a control plan and reporting your leadership can rely on.

  • No psychosocial risk register yet
  • Findings with no action plan
  • Board wants regular reporting
  • Preparing for a regulator enquiry
  • Positive Duty obligations to evidence

What's included

From findings to a plan that holds.

Psychosocial risk register

Every identified hazard, its risk rating, current controls and owners, kept in a format you can maintain.

Psychosocial hazard management and action plans

Practical, proportionate controls, each placed on the hierarchy of controls, that change how work is designed rather than relying on policies and posters.

Board and executive reporting

Clear reports that help directors and executives understand risk and show due diligence.

Positive Duty alignment

Measures to prevent sexual harassment and related unlawful conduct, built into the same framework.

What you get

Documents that stand up to scrutiny.

Written for the people who have to sign off, in plain language.

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  • A complete psychosocial risk register
  • A prioritised control and action plan with owners
  • A board-ready report on risk and progress
  • A review cycle so the register stays current
  • Clear links between your WHS and Positive Duty obligations

The hierarchy of controls

Controls that change the work come first.

Under WHS laws you must eliminate psychosocial risks so far as is reasonably practicable and, where you can't, minimise them. The Code of Practice and regulators look for controls that change how work is designed, not just policies, posters or training. Every control in your plan is placed on this hierarchy, so you can see at a glance how strong your protection really is, and where higher-order controls are needed.

  1. Eliminate
    Remove the hazard at its source.e.g. stop a practice that drives conflict or unsafe lone work
  2. Substitute
    Replace it with a less hazardous way of working.e.g. team targets instead of public individual rankings
  3. Redesign the work
    Change how work is staffed, rostered and structured.e.g. workload standards, clear roles, decision rights
  4. Isolate or engineer
    Separate people from the hazard or change the environment.e.g. duress systems, safer layouts, sightlines
  5. Administrative
    Policies, procedures, training and guidance.e.g. reporting procedures, leader training
  6. Support
    Help people after exposure. It doesn't reduce the hazard.e.g. EAP, post-incident check-ins

Due diligence is personal. Evidence makes it real.

Under WHS laws, officers must take reasonable steps to understand the hazards and make sure the business has resources and processes to manage them. A maintained risk register and regular reporting are how you show it.

How it works

Clear steps, no surprises.

  1. 01

    Free consult

    We look at what you already have and what your board needs to see.

  2. 02

    Build the register

    Hazards, ratings and existing controls, documented properly.

  3. 03

    Plan controls

    Practical actions with owners and timeframes, agreed with your leaders.

  4. 04

    Report & review

    Board-ready reporting and a cycle to keep it current.

Questions

Common questions.

Can you work with the register we already have?

Yes. We review what you have, bring in any hazards it misses, rate current controls and add what's needed. You keep one register, not two.

Do we need an assessment first?

Usually it helps, because the register should be built on evidence. If you already have good data, we can start from that. We’ll tell you honestly in the first call.

Is this a template pack?

No. Every register and report is built for your organisation, your hazards and your structure.

Does this cover the Positive Duty as well as WHS?

Yes. We bring your WHS psychosocial obligations and your Positive Duty under the Sex Discrimination Act into one approach, so you are not running two separate systems.

Can you present to our board?

Yes. We can brief directors and executives directly on the findings, the risk and the plan.

Also from SafetyMind

Most clients combine services.

Give your board
a clear answer.

Book a free 30-minute consult to talk through your obligations and what good reporting looks like.

Book a free 30-minute consult (opens Zoom booking in a new tab)Ask for more information