What are the 16 psychosocial hazards an employer must manage?

Safe Work Australia's model Code of Practice 'Managing psychosocial hazards at work' lists hazards including high and low job demands, low job control, poor support from supervisors and co-workers, poor workplace relationships, role conflict or lack of role clarity, poor organisational change consultation, poor organisational justice, inadequate reward and recognition, exposure to traumatic events, remote or isolated work, a hazardous physical environment, workplace violence, bullying, and harassment including sexual harassment. This tool rates all 16.

What is a PCBU's duty for psychosocial risk?

Under the model WHS Regulations (regs 55A-55D, adopted in NSW, QLD, SA, WA, TAS, ACT, NT and the Commonwealth), a person conducting a business or undertaking (PCBU) must manage psychosocial risks by eliminating them, or where that is not reasonably practicable, minimising them so far as is reasonably practicable. Victoria sets equivalent duties on employers under the OHS Act 2004 and the OHS (Psychological Health) Regulations that commenced on 1 December 2025.

Are the NSW psychosocial codes mandatory from 1 July 2026?

From 1 July 2026, section 26A of the WHS Act 2011 (NSW) operates on a comply-or-justify basis: a PCBU must comply with an applicable approved code of practice, or manage the risk to an equivalent or higher standard. It is enacted but not in force until 1 July 2026. A breach is prosecuted through the existing Category 1-3 offences, not through the code itself, so it is a benchmark rather than a stand-alone mandatory rule.

Do Victoria, WA and Tasmania have psychosocial regulations?

Yes. Victoria regulates psychosocial hazards under the OHS Act 2004 (using employer/employee terminology) with the OHS (Psychological Health) Regulations from 1 December 2025. Western Australia and Tasmania have both adopted the model psychosocial regulations (regs 55A-55D); there is no WA or Tasmanian carve-out. Queensland is the only jurisdiction that codifies the hierarchy of controls for psychosocial risk in its regulation; elsewhere the duty is to eliminate or minimise risk so far as is reasonably practicable, with the hierarchy applied as best practice.

How does the risk scoring work?

For each relevant hazard you rate likelihood (1-5) and consequence (1-5). The score is likelihood multiplied by consequence on a standard 5×5 risk matrix, from 1 to 25, banded Low (1-4), Moderate (5-9), High (10-14) and Critical (15-25). This is a standard risk-matrix approach used to prioritise action; it is not a statutory scoring scheme.

Does this replace a People at Work survey?

No. This is a quick employer self-assessment that gives general legal information and a prioritised register. It does not replace a validated organisational survey such as People at Work, consultation with workers, or professional WHS advice. Use it to triage your hazards and decide where formal assessment and controls are needed.

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Psychosocial Risk Self-Assessment for Employers

Self-assess the 16 WHS psychosocial hazards as a PCBU or employer. Rate likelihood and consequence to build a risk-rated register with control suggestions and the enforcement status for your state.

Last verified: 20 June 2026

As a PCBU you must manage psychosocial risks — eliminate them, or minimise them so far as is reasonably practicable. This tool rates the 16 model-Code hazards on a standard 5×5 risk matrix to help you prioritise.

Your state or territory

Regulator: SafeWork NSW (13 10 50) under the Work Health and Safety Act 2011 (NSW).

Rate each psychosocial hazard

For each of the 16 model-Code hazards, mark whether it is relevant to your workplace, then rate how likely harm is and how serious it would be. Score = likelihood × consequence on a standard 5×5 risk matrix (a prioritisation aid, not a statutory score).

High job demands

Sustained high workload, time pressure or emotional/physical demands.

Relevant

LikelihoodConsequence

Score 9Moderate

Low job demands

Sustained low workload, monotony or under-use of skills.

Relevant

LikelihoodConsequence

Score 9Moderate

Exposure to traumatic events

Witnessing or being exposed to traumatic events or distressing material.

Relevant

LikelihoodConsequence

Score 9Moderate

Role conflict or lack of role clarity

Unclear, conflicting or frequently changing duties and responsibilities.

Relevant

LikelihoodConsequence

Score 9Moderate

Low job control

Little say over how or when work is done.

Relevant

LikelihoodConsequence

Score 9Moderate

Poor workplace relationships

Conflict, poor communication or strained relationships at work.

Relevant

LikelihoodConsequence

Score 9Moderate

Poor support from supervisors/managers

Inadequate practical or emotional support from managers.

Relevant

LikelihoodConsequence

Score 9Moderate

Poor co-worker support

Inadequate support from colleagues.

Relevant

LikelihoodConsequence

Score 9Moderate

Workplace violence

Threats, assault or aggression from any person at work.

Relevant

LikelihoodConsequence

Score 9Moderate

Bullying

Repeated unreasonable behaviour that creates a risk to health and safety.

Relevant

LikelihoodConsequence

Score 9Moderate

Harassment, including sexual harassment

Unwelcome conduct, including sexual harassment and sex-based harassment.

Relevant

LikelihoodConsequence

Score 9Moderate

Inadequate reward and recognition

Imbalance between effort and reward, skill or recognition.

Relevant

LikelihoodConsequence

Score 9Moderate

Hazardous physical working environment

Exposure to poor or hazardous physical conditions.

Relevant

LikelihoodConsequence

Score 9Moderate

Remote or isolated work

Working alone, far from help or with limited communication.

Relevant

LikelihoodConsequence

Score 9Moderate

Poor organisational justice

Unfair or inconsistent procedures, decisions and treatment.

Relevant

LikelihoodConsequence

Score 9Moderate

Poor organisational change consultation

Change managed or communicated poorly, without consultation.

Relevant

LikelihoodConsequence

Score 9Moderate

Your psychosocial risk register

16 Moderate

Top priority: High job demands — Moderate (score 9)

Review workloads and deadlines, resource peaks, set realistic targets, and monitor sustained overtime.

High job demands

3 × 3 = 9Moderate

Review workloads and deadlines, resource peaks, set realistic targets, and monitor sustained overtime.

Low job demands

3 × 3 = 9Moderate

Vary and enrich tasks, rotate duties, and use skills so work stays meaningful.

Exposure to traumatic events

3 × 3 = 9Moderate

Limit and rotate exposure, brief staff, and provide proactive support such as EAP and supervision.

Role conflict or lack of role clarity

3 × 3 = 9Moderate

Document clear duties and reporting lines; resolve conflicting instructions from multiple managers.

Low job control

3 × 3 = 9Moderate

Give workers a say over how and when work is done; involve them in scheduling and method.

Poor workplace relationships

3 × 3 = 9Moderate

Set behaviour expectations, address conflict early, and improve team communication.

Poor support from supervisors/managers

3 × 3 = 9Moderate

Train managers to support staff, make support visible, and keep reasonable spans of control.

Poor co-worker support

3 × 3 = 9Moderate

Build teamwork, buddy systems, and accessible help so people are not left to cope alone.

Workplace violence

3 × 3 = 9Moderate

Assess violence/aggression risk, control site access, de-escalation training, and reporting paths.

Bullying

3 × 3 = 9Moderate

Maintain a clear anti-bullying policy, act on reports promptly, and model respectful behaviour.

Harassment, including sexual harassment

3 × 3 = 9Moderate

Meet the positive duty under the Sex Discrimination Act: prevention plan, training, safe reporting.

Inadequate reward and recognition

3 × 3 = 9Moderate

Recognise effort fairly, align reward with contribution, and provide development opportunities.

Hazardous physical working environment

3 × 3 = 9Moderate

Fix the physical conditions driving distress (noise, heat, layout) alongside the psychosocial controls.

Remote or isolated work

3 × 3 = 9Moderate

Schedule regular check-ins, communication systems, and emergency response for people working alone.

Poor organisational justice

3 × 3 = 9Moderate

Use fair, consistent and transparent procedures with a genuine right of reply.

Poor organisational change consultation

3 × 3 = 9Moderate

Consult workers early on change, explain decisions, and give reasonable notice and support.

What the law requires in your jurisdiction

NSW: a PCBU must manage psychosocial risks under the WHS Regulation 2017 (NSW), regs 55A-55D. Since 1 July 2026, s26A of the Work Health and Safety Act 2011 (NSW) applies on a comply-or-justify basis: a PCBU must comply with an applicable approved code of practice, or manage the risk to an equivalent or higher standard. It has been in force since 1 July 2026, and a breach is prosecuted through the existing Category 1-3 offences, not the code itself.

Scores use a standard 5×5 risk matrix (likelihood × consequence). This is a prioritisation aid, not a statutory scoring scheme.
Your duty is to eliminate or minimise each psychosocial risk so far as is reasonably practicable under Work Health and Safety Act 2011 (NSW).
This tool gives general legal information for self-assessment. It does not replace a formal organisational survey (such as People at Work) or professional WHS advice.

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General information and estimates only — not legal, financial or tax advice. Always check your specific award, agreement or contract, or a qualified professional, before you rely on the result.

Psychosocial Risk Self-Assessment for Employers

Rate each psychosocial hazard

Your psychosocial risk register

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