A Victorian business has been fined $90,000 after failing to prevent workplace sexual harassment, highlighting the critical importance of having workplace policies and training in place. The case underscores legal and financial risks for employers who neglect their duty of care in managing psychosocial hazards.

In a landmark case underscoring the critical importance of managing psychosocial hazards in the workplace, the Western Sydney Local Health District (WSLHD) is facing charges under the Work Health and Safety Act 2011. SafeWork NSW alleges that WSLHD exposed two nurses to psychological risks by mishandling a workplace investigation, highlighting issues of poor organisational justice and inadequate grievance resolution. This prosecution signals an increasing regulatory focus on employers' responsibilities to address psychosocial risks, emphasising the necessity for fair and effective workplace investigation processes.

The debate over working from home is far from settled. In January 2025, President Trump issued an executive order requiring federal employees to return to the office full-time. This month, Australia’s Opposition Party announced plans to mandate the same for public servants if they win the next election.

Despite this, remote work remains a key part of how Australians work, with 36% of the workforce working from home as of August 2024 (ABS). As governments push for office-based work, businesses must navigate complex legal obligations to ensure compliance while maintaining workplace flexibility.

Early intervention in workers’ compensation is key to lowering costs, reducing premiums, and improving employee recovery. Discover how proactive claim management can protect your business and support your workforce.

Access our free webinar recording to learn how to implement Queensland’s mandatory Sexual Harassment Prevention Plan ahead of the 1 March 2025 deadline. Plus, join our Mental Health First Aid (MHFA) training in Melbourne, Brisbane, and Sydney to support workplace well-being. Secure your spot today!

On 11 February 2025, WorkSafe Victoria published details of a case that highlights the serious responsibilities on-hire providers have for worker health and safety—both physical and psychological—when placing workers at host workplaces.

As Valentine’s Day approaches, conversations about romance, relationships, and workplace interactions naturally come up. But beyond the chocolates and flowers, it’s also a time to reflect on professional boundaries, workplace culture, and the legal responsibilities of employers in preventing sexual harassment

The Queensland Government has now introduced the Work Health and Safety (Sexual Harassment) Amendment Regulation 2024, requiring businesses to proactively manage workplace sexual harassment. This new regulation emphasises prevention through mandatory risk management and comprehensive planning. 

As 2024 comes to an end, it’s the perfect time for businesses to reflect on their WHS systems and ask an important question: What does WHS success look like for us in 2025?

A decade ago, in 2014, after setting up a successful WHS consulting practice for a workplace law firm, I knew it was time for something new. Something that reflected what I believed in: clear advice, genuine partnerships, and practical solutions that made a real difference.

Ah, the office Christmas party—a time to let your hair down and bond with colleagues outside the fluorescent glare of the office lights. But before you grab a cold one and hit the dance floor, it's worth remembering that what happens at the party doesn’t always stay at the party—especially if it lands you in hot water.

A Victorian company director is facing 34 charges under the Occupational Health and Safety Act, accused of bullying, sexually harassing, and directing gendered violence at a female employee. WorkSafe Victoria alleges the director failed to uphold their duty of care by neglecting to take reasonable steps that could have reduced the risk of harm.

Once upon a time, in the world of WHS compliance, good news stories were hard to find—but this one is worth sharing.

In my last blog, a client joked about how “joyful” our articles are (tongue in cheek, of course). Well, here we are again, delivering some WHS news—but this time, it’s not so bad.

WorkSafe is prosecuting the Western Australian (WA) Department of Justice for allegedly failing to ensure a safe work environment at Bunbury Regional Prison. This failure reportedly led to serious psychological harm to a former female prison officer, stemming from bullying, harassment—including sexual harassment—and victimisation.

A recent report from Safe Work Australia reveals a striking 56% increase in workers’ compensation claims linked to workplace violence over the last five years. The challenge extends beyond physical aggression, with iCare research indicating that even low-level behaviours like incivility can be just as impactful on worker mental health, safety, and workplace morale.

This month, a media release from WorkSafe WA announced prosecution action against the Department of Justice over a psychological injury to a former staff member. The Department is being charged with failing to provide a safe work environment, which allegedly led to bullying, harassment (including sexual harassment), and victimisation.

Recent findings from Safe Work Australia show a rise in workplace violence claims, especially in industries where employees interact with the public. Over the past five years, there has been a 56% increase in workers’ compensation claims related to violence and aggression. While this may not affect every business, it’s important to be aware of the risks if your team regularly deals with clients, customers, or patients.

Queensland is stepping up with some of the toughest new rules in Australia to tackle workplace sexual harassment. While managing these psychological health risks has always been part of health and safety laws across the country, Queensland is raising the bar by requiring written prevention plans specifically for sexual harassment.