New Victorian OHS Psychological Health Regulations 2025: What Employers Need to Know
From 1 December 2025, Victorian employers will face new obligations under the Occupational Health and Safety (Psychological Health) Regulations 2025. These reforms, introduced by the Victorian Government and WorkSafe Victoria, clarify how employers must prevent and manage psychosocial hazards in the workplace.
Why the Change Matters
Work-related psychological injuries are on the rise in Victoria. According to WorkSafe Victoria, mental injury claims are increasing and often result in longer recovery periods and greater business disruption than physical injuries (WorkSafe Victoria, 2024).
The new regulations make it clear that psychological health is just as important as physical health at work. Employers must now take proactive steps to identify and control psychosocial hazards – the same way they already manage physical risks.
What the New OHS Regulations Require
Under the Occupational Health and Safety Regulations 2017 (as amended 2025), employers must, so far as is reasonably practicable:
- Identify psychosocial hazards within their workplace.
- Eliminate or reduce the risks associated with those hazards.
- Review and revise controls whenever incidents occur, work changes, or new risk information becomes available.
A psychosocial hazard includes any factor in the design or management of work, workplace environment, or interpersonal interactions that may lead to harmful psychological responses such as stress, anxiety, or burnout (WorkSafe Victoria, OHS Regulations 2025).
How Victoria Differs from the National Model
While the Victorian regulations align with Safe Work Australia’s Model Code of Practice, they go further by prohibiting employers from relying solely on information, instruction, or training as a control measure.
This means employers can’t simply issue policies or run training sessions and call it compliance. If a more effective, higher-order control is reasonably practicable – such as redesigning workloads or improving job support – it must be implemented.
Five Practical Steps to Ensure Compliance
- Identify and assess hazards – Consult your Health and Safety Representatives (HSRs) and workers to pinpoint psychosocial risks like excessive workloads, bullying, sexual harassment, or unclear job roles.
- Redesign work systems – Adjust work design, environment, or management practices to reduce risks.
- Consult and communicate – Engage with employees on proposed changes to ensure solutions are practical and inclusive.
- Review issue resolution processes – Update OHS procedures to include psychosocial hazard reporting and response.
- Keep clear records – Document hazard identification, consultation, and control measures to demonstrate compliance if audited.
Detailed guidance is available in the Compliance Code: Psychological Health 2025, published by WorkSafe Victoria (WorkSafe Victoria, 2025).
The Business Case for Taking Action Now
Psychological health compliance is not only a legal obligation but also a strategic advantage.
Businesses that manage psychosocial risks effectively experience:
- Lower absenteeism and staff turnover
- Higher engagement and productivity
- Reduced exposure to claims and penalties
WorkSafe Victoria has made clear that enforcement activity will increase following implementation of these regulations, meaning SMEs must act now to prepare.
Need Help Getting Ready for the 2025 Regulations?
At HR Excellence Partners, we help Victorian businesses understand and meet their OHS and Fair Work obligations through practical, hands-on HR support.
We can assist with:
- Conducting psychosocial risk assessments
- Updating policies and procedures
- Training leaders to identify and manage psychosocial hazards
- Building a compliant and healthy workplace culture
Contact: vas@hrexcellencepartners.com.au
Website: www.hrexcellencepartners.com.au
