New changes to the Occupational Health and Safety Regulations 2017 (Vic) are anticipated to come into effect in Victoria from 1 December 2025. These regulations will place mental health equally important as physical safety and set clear expectations for how employers manage psychosocial hazards at work.

These regulations are anticipated to be available for review in October 2025 and a compliance code will be released alongside the regulations, offering practical guidance to help employers understand and meet the new requirements. WorkSafe Victoria has also released an exposure draft for these new requirements in 2022.

The changes are the result of a few years of enquiries and reviews, including the Review of the Model Work Health and Safety Laws (Boland), Royal Commission into Victoria’s Mental Health and Productivity Commission Inquiry into Mental Health, which noted that workplaces need to do more to protect the psychological wellbeing of their staff members. These new regulations aim to close that gap.

Although the final regulations may differ, the core focus on identifying and controlling psychosocial risks is expected to remain.

Understanding these upcoming regulatory developments and their effective implementation is vital for organisations to ensure compliance.

What should employers expect?

  • Identification: Duty to identify psychosocial hazards so far as is reasonably practicable.

Examples of psychosocial hazards include bullying, sexual harassment, aggression or violence, exposure to traumatic events or content, high job demands, low job demands, low job control, poor support, poor organisational justice, low role clarity, poor environmental conditions, remote or isolated work, poor organisational change management, low recognition and reward, poor workplace relationships.

  • Risk control: Eliminate any risks associated with psychosocial hazards, so far as reasonably practicable. If elimination is not reasonably practicable, reduce the risks as much as reasonably possible including workplace alterations (management practices, equipment, systems, design, or environment), information and training programs, or a combination of these approaches. Even when using a combination approach, training and information cannot be the predominant strategy, emphasising that structural workplace changes take priority over simply informing employees about risks.
  • Monitoring: Review and, if necessary, revise any measures implemented when triggered by workplace changes such as new information, employee reports of injuries or hazards, relevant incidents, inadequate control measures, or health and safety representative requests.
  • Prevention plans: Written prevention plans for five specific psychosocial hazards: aggression/violence, bullying, trauma exposure, high job demands, and sexual harassment. These plans must identify risks, outline controls, include implementation strategies, document consultation undertaken by the employer, and be updated as needed.
  • Compliance reporting: Mandatory reporting requirements for applicable employers (with 50 employees or more), who must submit written reports to WorkSafe within 30 days after each reporting period, even when no reportable psychosocial complaints were received. These reports must follow the approved format and include detailed information about each complaint, specifically the psychosocial hazards involved, the gender of all parties, and the workplace relationship between those involved. This reporting obligation extends to independent contractors and their employees.
  • Legal risks: Failure to comply with the new regulations may result in significant penalties. Beyond financial penalties, non-compliance could trigger investigations, damage reputation, and create ongoing regulatory scrutiny.

Beyond compliance, these changes support healthier workplaces, improve productivity, reduce turnover, and enhance your reputation as an employer of choice.

Where to start?

  • Policy and practice review: Review existing policies, procedures and processes related to mental health, bullying, harassment, and workplace safety to identify gaps against the upcoming requirements. Update or develop new policies where needed.
  • Risk assessment: Conduct an assessment of psychosocial hazards across the organisation. Engage with employees, health and safety representatives, and relevant stakeholders to identify concerns and develop appropriate control measures.
  • Capability building: Assess management and staff training needs related to identifying and managing psychosocial hazards. Provide adequate training and supervision on psychosocial risk management while establishing clear reporting and response systems for identified workplace risks.
  • Systems and reporting: Ensure systems are in place for creating and maintaining the required prevention plans and reporting mechanisms.

How can we help?

With implementation set for December 2025, organisations have limited time to prepare for these changes.

Our experienced team at HLB Mann Judd Melbourne can help you to comply with the Victoria’s new psychological health regulations by performing readiness assessments, gap analysis, and providing you with a road map incorporating practical recommendations addressing identified gaps/improvement opportunities.

Implementing these regulations will aid organisations foster a workplace culture that not only prioritises physical safety of the employees but also have a focussed approach towards their psychological wellbeing.

This article was co-written by Meldra Zenija Cifersone, Manager Audit & Assurance at HLB Mann Judd Melbourne