Upcoming changes to Workers’ Comp in VIC
Upcoming Changes to Workers' Comp in Victoria: What Employers Need to Know
A new Bill introduced in March 2025 could reshape the way Victorian businesses manage return-to-work (RTW) obligations. The Workplace Injury Rehabilitation and Compensation Amendment Bill 2025 proposes mandatory training, paid support, and enforceable obligations for RTW Coordinators — with hefty penalties for non-compliance. Whether or not your business currently meets the RTW threshold, these changes signal a shift toward stronger enforcement and higher expectations for injury management. Get across what’s proposed and how to prepare.
WHS prosecution reinforces shared duties in on-hire arrangements
A recent WHS prosecution involving both a host employer and on-hire provider has put the spotlight back on shared responsibilities in labour hire. This case reinforces that duties under WHS law aren’t optional—or transferable.
Beyond EAP: Strengthening Psychosocial Support in Recruitment and On-Hire
As NSW rolls out mandatory psychological first aid (PFA) training under its Mental Health and Wellbeing Strategy for First Responders, there’s a clear message: psychosocial support must move beyond crisis lines and pamphlets. This blog explores how recruitment and on-hire businesses — and indeed, any employer — can take practical steps to embed mental health support into everyday operations.
Beyond EAP: Why Support Mechanisms Are Critical to Managing Psychosocial Risk in Your Workplace
NSW’s new psychological first aid (PFA) mandate underscores the need for businesses to proactively manage psychosocial risks under WHS legislation. This includes identifying hazards, implementing controls like workload planning, and providing support systems. Relying solely on Employee Assistance Programs (EAPs) isn’t enough. Integrating Mental Health First Aid (MHFA) into daily operations offers accessible, peer-led support and helps businesses shift from a reactive approach to one focused on prevention and care.
Victoria’s New OHS Psychological Health Regulations
Victoria is set to introduce dedicated Occupational Health and Safety (Psychological Health) Regulations in December 2025, aligning with national standards. While key administrative proposals have been dropped, employers will still need to manage psychosocial risks systematically. Here’s what’s changing, what remains, and how to get prepared.
$90,000 fine for failing to prevent sexual harassment
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.
Psychosocial Hazards in the Spotlight: NSW Health District Faces WHS Charges
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 Work-from-Home Showdown: What Employers Need to Know in 2025
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.
The Power of Early Intervention in Workers’ Compensation
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.
Free Webinar Recording: Implementing Your Sexual Harassment Prevention Plan
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-hire company fined $415,000 after worker’s death
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.
Valentine’s Day: No Love for Sexual Harassment
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
Have Operations in QLD? Your Sexual Harassment Prevention Plan is Required by March
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.
WHS Success for 2025: Going beyond ‘No Incidents’.
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 of Risk Collective: Growing with our clients
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.
"Sleighing" Workplace Risks: A WHS Guide to Christmas Party Planning
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.
Director faces 34 charges for failing to manage poor workplace behaviour
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.
How an on-hire business successfully defended a WHS prosecution
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.
Landmark Case: WA Department of Justice faces maximum $3.5 Million fine for Psychosocial Risk Failures
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.
Addressing the Surge in Workplace Violence Claims: New VR Training Solution for Managing Aggression
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.