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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.

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.

Score 9Moderate

Low job demands

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

Score 9Moderate

Exposure to traumatic events

Witnessing or being exposed to traumatic events or distressing material.

Score 9Moderate

Role conflict or lack of role clarity

Unclear, conflicting or frequently changing duties and responsibilities.

Score 9Moderate

Low job control

Little say over how or when work is done.

Score 9Moderate

Poor workplace relationships

Conflict, poor communication or strained relationships at work.

Score 9Moderate

Poor support from supervisors/managers

Inadequate practical or emotional support from managers.

Score 9Moderate

Poor co-worker support

Inadequate support from colleagues.

Score 9Moderate

Workplace violence

Threats, assault or aggression from any person at work.

Score 9Moderate

Bullying

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

Score 9Moderate

Harassment, including sexual harassment

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

Score 9Moderate

Inadequate reward and recognition

Imbalance between effort and reward, skill or recognition.

Score 9Moderate

Hazardous physical working environment

Exposure to poor or hazardous physical conditions.

Score 9Moderate

Remote or isolated work

Working alone, far from help or with limited communication.

Score 9Moderate

Poor organisational justice

Unfair or inconsistent procedures, decisions and treatment.

Score 9Moderate

Poor organisational change consultation

Change managed or communicated poorly, without consultation.

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. From 1 July 2026, s26A of the Work Health and Safety Act 2011 (NSW) takes effect 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, 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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FairWork Mate is an independent commercial service. We are not affiliated with, endorsed by, or associated with the Fair Work Ombudsman, the Fair Work Commission, or any Australian Government agency. Content is general information and estimates only — not legal, financial, or tax advice. Always verify with the Fair Work Ombudsman (13 13 94) or a qualified professional.

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