Tasmania adopted the model WHS psychosocial hazard provisions through its Work Health and Safety Regulations 2022, which commenced on 12 December 2022. The accompanying Code of Practice: Managing psychosocial hazards at work took effect on 4 January 2023. The regulatory framework has been in place for nearly two years.

This article covers what those provisions require, how WorkSafe Tasmania approaches enforcement, and why the composition of Tasmania's workforce makes psychosocial compliance particularly relevant.

The regulatory requirements

Tasmania's psychosocial provisions follow the model WHS amendments closely. Division 11 of Part 3.2 of the WHS Regulations 2022 inserts regulations 55A to 55D, which define psychosocial hazards and psychosocial risks, require PCBUs to manage those risks using the standard Part 3.1 risk management process, and set out the matters to consider when determining control measures.

In practice, this means every Tasmanian PCBU must identify psychosocial hazards in their workplace, assess the risks those hazards create, implement controls to eliminate or minimise the risks so far as is reasonably practicable, and review those controls over time. The Code of Practice provides the practical guidance on how to do this, including examples of common hazards, the risk management process, and a sample risk register.

WorkSafe Tasmania promotes practical checklists and self-assessment tools to help organisations fulfil their obligations. The regulator has emphasised proactive identification of hazards including high job demands, fatigue, and remote work isolation.

The Tasmanian workforce context

Tasmania's workforce composition creates a psychosocial hazard profile that warrants specific attention. The state has a significant public sector, healthcare, and education workforce, all of which face elevated exposure to psychosocial hazards.

Healthcare and social assistance workers nationally record the highest volume of serious workers' compensation claims of any industry. Education workers face hazards including high workload demands, exposure to aggression from students or parents, and poor organisational change management. Public sector workers are exposed to a combination of high job demands, role conflict, and organisational restructuring. In a smaller jurisdiction like Tasmania, these sectors represent a larger proportion of the total workforce than in larger states.

The numbers reflect this exposure. WorkSafe Tasmania reports that mental health injuries in Tasmania increased 86 per cent over the ten years to 2021-22. There were 857 mental health injuries reported in that year. One in every ten workplace injuries in Tasmania is now mental health related, up from one in twenty a decade earlier.

WorkSafe Tasmania's approach

WorkSafe Tasmania has taken an approach that combines education with building compliance capability. The regulator is developing a psychosocial hazards regulation strategy that identifies priority hazards, priority industries, and its approach to education, advice, compliance, and enforcement. The regulator is also working with employers, unions, and researchers to develop a workplace mental health framework.

WorkSafe Tasmania has directed employers to the People at Work psychosocial risk assessment survey, a free national tool, and the Head4Work training and assessment programme for smaller workplaces.

This is an education-led approach, but it is building toward compliance enforcement. As the regulator's own communications make clear, the Regulations set out legal requirements. The Code of Practice sets the practical benchmark. Employers who cannot demonstrate a systematic process for managing psychosocial hazards are exposed to the same improvement notices, prohibition notices, and prosecution powers that apply to physical safety failures.

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. Information cited is sourced from WorkSafe Tasmania and relevant legislation as of the date of publication.