In 2025, the conversation around workplace health and safety in Queensland has evolved, and it’s long overdue. While traditional physical risks have long been managed through safety protocols and PPE, a new frontier has emerged as a top priority: psychosocial hazards.
These are the less visible risks, like workplace stress, bullying, sexual harassment, and poor organisational culture, that can have just as devastating an impact on your people and your business. And thanks to important new legislation, employers in Queensland are now legally required to act.
What Are Psychosocial Hazards?
Psychosocial hazards are aspects of the workplace that can affect an employee’s mental health, emotional wellbeing, and ability to work safely. These include:
- Bullying and harassment
- Sexual harassment
- High workloads and unrealistic expectations
- Lack of support from managers
- Poor communication or conflict
- Job insecurity
Unchecked, these hazards can lead to serious psychosocial injuries, such as anxiety, depression, burnout, or PTSD, which in turn impact productivity, increase absenteeism, and lead to higher workers’ compensation claims.
New Legislation: The Positive Duty to Prevent Harm
In a significant move toward safer, more respectful workplaces, the Queensland Government has introduced positive duty legislation, aligning with national reforms under the Respect@Work framework.
This means businesses are no longer just expected to react to bullying and harassment, they are now required to take proactive steps to prevent it.
This includes:
- Training all staff on respectful behaviour
- Implementing effective complaints procedures
- Promoting a culture of inclusion and accountability
Importantly, this duty applies to all employers, regardless of size or industry.
Take Action: Prevent Sexual and Gender-Based Harassment at Work
Workplace Health and Safety Queensland reminds all persons conducting a business or undertaking (PCBUs) that they must develop and implement a prevention plan. This is a legal requirement and more importantly, a moral imperative. Proactive risk management protects your people, supports a healthier workplace culture, and demonstrates leadership.
Your prevention plan should be grounded in the Managing the risk of psychosocial hazards at work Code of Practice 2022, and it must meet the requirements outlined in section 55H of the Work Health and Safety Regulation 2011. The process involves four key steps:
- Identify the risks – Understand what sexual and gender-based harassment might look like in your workplace, and what situations or structures might allow it to occur.
- Assess the risks – Consider the seriousness of potential harm and how likely it is to happen.
- Control the risks – Take action with the most effective, practical measures available.
- Review the controls – Make sure your approach continues to work over time.
Importantly, this isn’t something to do behind closed doors. Workers must be consulted during each step, and the final plan should be clearly communicated to everyone.
By taking these steps now, you’re not only meeting legal obligations – you’re showing your team that respect, safety, and dignity matter. It’s time to act.
The Role of Training: More Than a Legal Obligation
One of the most powerful tools to fulfil your positive duty is through bullying and sexual harassment training. But this training must go beyond ticking a compliance box, it needs to build awareness, empower bystanders, and shift attitudes.
Training helps your team:
- Understand what constitutes bullying and harassment
- Recognise early warning signs
- Know how to respond or report concerns
- Create a safer, more respectful work environment for everyone
When done right, it boosts morale, protects your brand, and shows your people that you genuinely care about their safety and dignity.
Need Support Navigating the New Requirements?
If you’re unsure how to meet your obligations or where to start with training, or developing your prevention plan, we are here to help.
We offer tailored workplace training sessions designed to empower your people, support your leaders, and ensure your business stays ahead of legal requirements, while fostering a healthy and respectful culture.
Don’t wait for a complaint to act! Reach out to Rikki Gainey today and take proactive steps to protect your people and your business.
Because safe workplaces don’t just happen, they’re built with intention.