SafeWork NSW's second major compliance blitz of 2025 has resulted in 736 non-compliance notices issued to 261 employers across New South Wales. The three-day operation from 13 to 15 October, conducted as part of National SafeWork Month, saw 250 SafeWork NSW inspectors carry out 570 unannounced workplace checks across regional and metropolitan NSW.

This is a significant escalation from the July 2025 blitz, which resulted in 506 notices across nearly 400 sites. In four months, SafeWork NSW has issued over 1,200 non-compliance notices across two major operations.

228 psychosocial checks

The most significant detail for psychosocial compliance is that inspectors carried out 228 psychosocial checks during the blitz. These checks included targeted conversations with employers and workers about psychosocial hazards and the steps taken to eliminate or reduce the associated risks. Employers were also provided with resources, business toolkits and awareness information for the management and prevention of psychosocial hazards in the workplace.

Psychosocial risks at work, including sexual harassment, were one of the five regulatory priorities targeted during the operation. The other four were harms to workers in the healthcare and social assistance sector, exposure to hazardous chemicals including silica, asbestos and welding fumes, unsafe work from heights, and injury from mobile plant, vehicles or fixed machinery.

Of the 736 notices issued, 209 related to work at heights and 175 to the operation of mobile plant, vehicles and fixed machinery. Ten fines were issued amounting to $63,300, with half relating to risks associated with falls from height. The blitz covered sites from Lismore in the north to Albury in the south, and as far west as Dubbo and Orange. Construction, healthcare, manufacturing, wholesale trade and retail industries were all targeted, with construction receiving the most visits and compliance notices.

The escalation pattern

The trajectory is clear. In July, SafeWork NSW conducted its largest proactive compliance operation in a decade, issuing 506 notices. Four months later, the October blitz exceeded that, issuing 736 notices to 261 employers. The regulator is not stepping back from enforcement. It is increasing the frequency, scale and visibility of its compliance activity.

Minister for Work Health and Safety Sophie Cotsis framed the October blitz within the government's broader investment: "This follows a major $127.7 million investment over four years to address psychosocial hazards, compliance and enforcement of safer work practices."

SafeWork NSW Commissioner Janet Schorer described compliance blitzes as an important part of SafeWork NSW's strategy to proactively address high-risk activities across the state.

Psychosocial checks are now routine

The 228 psychosocial checks in the October blitz confirm an emerging pattern: psychosocial assessment is now a routine component of SafeWork NSW's enforcement operations, not a standalone initiative. When inspectors conduct unannounced compliance checks, psychosocial hazards are assessed alongside physical hazards such as falls from heights, mobile plant and chemical exposure.

This aligns with the commitment in the SafeWork NSW Psychological Health and Safety Strategy 2024-2026, which requires compulsory psychosocial WHS checks during all inspector visits to organisations with 200 or more workers. The Strategy committed to a 25 per cent annual increase in inspector compliance visits and an 80 per cent sustained compliance target.

For organisations with 200 or more employees, the practical implication is straightforward: any SafeWork NSW inspector visit will include a psychosocial component. Inspectors will ask about psychosocial hazard identification, risk assessment, control measures, consultation with workers and review processes. An organisation that cannot demonstrate a functioning psychosocial risk management system when an inspector arrives is exposed.

What the October blitz looked like in practice

The blitz targeted five industries: construction, healthcare, manufacturing, wholesale trade and retail. Inspections were unannounced. Inspectors arrived at worksites and assessed compliance against the WHS Act and Regulations across all five priority areas.

For psychosocial hazards specifically, the checks involved targeted conversations rather than document audits alone. Inspectors spoke with both employers and workers about the psychosocial hazards present in their workplace and the steps being taken to manage them. This approach allows inspectors to assess not just whether documentation exists, but whether workers are aware of the hazards, whether consultation has occurred, and whether controls are understood and implemented in practice.

Where compliance gaps were identified, inspectors provided educational resources and business toolkits alongside any formal enforcement action. This combined enforcement-and-education approach is consistent with SafeWork NSW's stated strategy of being both a visible regulator and a source of practical guidance.

What organisations should have in place

Based on the pattern of the July and October blitzes, organisations should ensure they have a documented psychosocial hazard identification process, with records of when it was last conducted and what hazards were identified. A risk assessment that considers the specific factors set out in the WHS Regulation 2025 (Regulation 55D), including duration and frequency of exposure, how hazards interact, work design, and systems of work. Control measures that go beyond policies and EAPs to include higher-order controls such as work redesign, workload management, staffing adjustments and improved supervision. Evidence of consultation with workers and health and safety representatives, including records of what was discussed and how worker input was incorporated. And evidence of review, including any changes made in response to incidents, complaints, new information or changes to work systems.

The regulator is not looking for perfection. It is looking for a system that is active, documented, consulted on and reviewed. The organisations most likely to receive improvement notices are those that have no system at all, or those whose system exists on paper but is not implemented in practice.

For the full state-by-state breakdown, see the compliance-by-state collection.

Disclaimer: This article provides general information on psychosocial compliance in Australian workplaces. It does not constitute legal advice. Organisations should consult qualified professionals for advice specific to their circumstances. Regulatory references are sourced from SafeWork NSW, the NSW Government, and HRD Australia and are current as of the date of publication.