Victoria is preparing to introduce new, dedicated regulations that place psychological health on equal footing with physical safety in the workplace. From 1 December 2025, employers across the state will be required to take a more structured and proactive approach to managing psychosocial risks – an important development for organisations in healthcare, community services, and other people-focused sectors.
While the state has long had a general duty under the Occupational Health and Safety Act to provide a safe working environment (including mental health), these upcoming regulations will clarify exactly what that responsibility looks like in practice.
Why the Change Matters
Psychological hazards such as excessive workload, poor support, bullying, and exposure to traumatic events are now recognised as serious risks to employee wellbeing. With mental health issues becoming more prevalent – and workplace stressors being a key contributor – these reforms aim to ensure employers take appropriate, consistent action to prevent harm.
Interestingly, Victoria, which had initially signalled it would lead the way with specific psychological health regulations, will now be the final state to implement them. Nonetheless, this delay has allowed Victorian regulators time to observe how similar regulations have been applied in other jurisdictions and tailor their approach accordingly.
What Employers Can Expect
To support organisations in meeting these new obligations, WorkSafe Victoria will publish a Compliance Code alongside the regulations. This will provide practical examples and plain-English advice on:
Identifying and assessing psychosocial hazards
Implementing proportionate controls
Consulting with employees about mental health and wellbeing risks
Monitoring and reviewing prevention plans
Additional tools and templates – such as risk management plans and communication guides – are also in development, helping make compliance more accessible, especially for smaller organisations or those new to formal psychosocial risk processes.
Steps to Take Now
While the regulations won’t come into effect until December 2025, forward-thinking organisations are already reviewing their systems and engaging with employees to understand where improvements can be made. Now is the time to:
Audit current practices – How are psychosocial risks currently identified, reported, and addressed?
Engage your workforce – Consultation is key to understanding stressors and building trust in mental health initiatives.
Build capability – Equip managers and team leaders with the tools and training they need to identify early warning signs and respond appropriately.
Consider prevention planning – A written strategy to manage and reduce psychosocial risks can form the foundation of your compliance approach.
A Key Moment for Leadership
These changes aren’t just about ticking a regulatory box – they present a meaningful opportunity for organisations to reset the conversation around mental health and wellbeing. Embedding psychological safety into day-to-day operations can help improve staff retention, engagement, and service quality – all crucial goals in sectors already grappling with workforce shortages and burnout.
How Be Recruitment Can Support You
At Be Recruitment, we work closely with organisations across Victoria to support workforce wellbeing, compliance, and continuity. We supply high-quality labour hire, casual, and contract staff for interim roles – particularly in community services, mental health, disability, housing, and child & family sectors.
Whether you need skilled professionals to backfill critical roles during busy periods or longer-term support while implementing changes to meet the new psychological safety standards, our team is here to help.
We understand the pressures of managing people-first services – and we’re committed to connecting you with staff who are not only qualified, but aligned with your values and purpose.
To learn more about how we can assist your organisation during this transition, get in touch with the Be Recruitment team today on [email protected]
