Misconduct in local councils is a persistent problem that demands regular and stronger action Bullying, sexual harassment, discrimination and other misconduct issues continue to challenge local councils across Australia.   Despite years of reform and awareness, investigations by state integrity bodies such as IBAC and VAGO reveal that poor workplace culture, weak governance and fear of retaliation still enable unacceptable behaviours to persist.   Recent reports show: Over one in four local government workers and councillors have experienced workplace sexual harassment in the past year. Bullying and discrimination remain significantly underreported. Misuse of resources, favouritism and conflicts of interest continue to erode public trust.   These risks not only harm employee wellbeing, they also damage council reputation, productivity and community confidence.   Why is misconduct going unchecked in local councils?   Many councils have policies, training and procedures in place to prevent and address serious misconduct such as bullying, sexual harassment, discrimination and victimisation, but these tools are often not being used effectively.   Common issues include: Lack of meaningful staff engagement in discussions about workplace behaviour Overreliance on online refresher courses rather than live, interactive training Inconsistent or poorly documented complaint handling Culture of avoidance or fear that discourages reporting Lack of decisive action   Without regular auditing and proactive monitoring, risks can remain hidden until they escalate into formal complaints, investigations or public scandals.   It’s important to be proactive   Serious misconduct such as bullying, sexual harassment, discrimination and victimisation is a psychosocial hazard under Work Health and Safety (WHS) legislation. Like any employer, local councils have a legal duty to provide a safe workplace. Also, councillors and management can be held personally and financially liable for breaching WHS laws.   Councils need to be proactive by identifying, assessing and controlling these risks. The best starting point is an audit or risk assessment that examines organisational culture, leadership practices, complaint handling and psychological safety.   Responding appropriately when issues arise   When complaints, grievances or signs of misconduct emerge, they must be managed promptly, fairly and in compliance with workplace laws. Engaging an independent workplace investigator demonstrates transparency and ensures that investigations are handled professionally, consistently and without bias.   Respect At Work  law reforms and the AHRC’s recent  Speaking from Experience report  outlines key factors needed to help overcome sexual harassment in the workplace, including thorough, unbiased investigations that lead to real consequences and cultural change.   How WorkPlacePLUS can Help   WorkPlacePLUS has supported local councils for over 10 years with managing misconduct and meeting their employer obligations under workplace laws.   Our practical services include: Workplace audits and risk assessments Workplace cultural reviews Independent workplace investigations   WorkPlacePLUS conducts workplace audits to identify and assess psychosocial risks  and support the implementation of effective control measures. Learn more about our psychological safety reviews >     WorkPlacePLUS conducts independent workplace investigations  into issues such as: Bullying and harassment Sexual harassment and discrimination Misconduct and policy breaches Serious complaints and grievances   Our trained investigators go beyond the final report, supporting councils identify root causes and implement lasting improvements. Learn more about our Independent Workplace Investigations >   To discuss how WorkPlacePLUS can help your council prevent misconduct and strengthen workplace culture, please contact us  today.

Employers Beware: Christmas parties can be a Work, Health and Safety (WHS) minefield Work Christmas parties provide a well-earned opportunity to have fun with your staff and celebrate your achievements. But employers beware: Christmas parties can be a WHS minefield. Under workplace laws, employers have a positive duty to ensure a safe workplace by proactively preventing sexual harassment and other WHS hazards. How can employers minimise risks at work functions? Preventative measures for employers to minimise risks at work functions include: Policies & Procedures: Establishing and regularly reviewing your policies and procedures , including psychological WHS risk management and managing serious workplace incidents. Code of Conduct: Ensuring ahead of time that your staff know the workplace guidelines and expectations around behaviour and alcohol consumption, including reviewing your code of conduct . Alcohol Consumption: Limiting the amount of alcohol being served and ensuring your staff are not intoxicated. Inclusion: Considering the diverse needs of your employees when planning the event, such as accessibility, dietary restrictions, religious beliefs, and cultural practices. Third-Party Safety Checking: Checking the venue for safety hazards. Safe Transport: Providing suitable transport to ensure everyone gets home safely. Clear Reporting Pathways:  Remind staff how to report concerns and ensure prompt, sensitive follow-up. How should employers respond to issues or complaints related to the staff Christmas party? Be prepared to investigate any issues or complaints: If an accident or WHS incident occurs at your workplace function, or if you receive a complaint or allegation of inappropriate conduct, it is important to respond in a timely manner by conducting a fair and confidential workplace investigation . In some cases, hiring an experienced and independent workplace investigator is the best option. Read Five reasons to engage an independent workplace investigator > Christmas should be a happy time, not a time to worry about unplanned workplace claims Don’t pay more for your Christmas party than you had planned – make sure you are complying with safety policies and reminding your staff to adhere to your code of conduct. For more information, please contact us today.

Why is HR documentation important? Lack of formal HR documentation exposes organisations to risks such as ⚠️ misunderstandings ⚠️ psychosocial hazards ⚠️ disputes, claims and penalties   Robust human resources (HR) documentation is crucial to support effective business operations and to mitigate of a range of people and workplace risks. Such documentation and protocols include employment contracts, position descriptions, policies, procedures, checklists, recordkeeping and more.   For example:   Employment Agreements:  Like any contract, employment agreements are protect the organisation when things are not working out and there issues. A valid, well-drafted written agreement creates certainty for both parties, formalises the terms of the relationship and reduces the risk of costly disputes by detailing each parties obligations.   Position Descriptions (PDs): Accurate, up-to-date PDs support the performance appraisal process and provide clarity on the expectations for both parties. Lack of role clarity is recognised as a psychosocial hazard that can cause psychological harm to employees and managers. Accurate PDs are also an essential when classifying employees under an award and therefore mitigating the risk of underpaying staff. The penalties for underpaying staff have never been higher.   Workplace Policies & Procedures: Workplace policies and procedures set consistent guidelines and expectations for workplace behaviour, performance standards, managing issues, and compliance with laws and regulations. Lack of formalised policies and procedures exposes employers and their workers to a myriad of risks associated with inefficiency, inappropriate conduct, safety hazards, security breaches and unlawful work practices. It's important to prepare robust, compliant, written HR protocols that are tailored to your own circumstances. It’s also important to review your HR protocols regularly to ensure compliance with workplace laws and regulations.   For assistance or more information, please contact us  today.

It is important to keep track of your employer obligations and ensure that you are paying your staff their correct entitlements. For example, when changes are made to Modern Awards, it's important to ensure that you update your payroll systems and mitigate the risk of a breach under the Award. Employers also need to be aware that when wages are increased, allowances need to be increased accordingly. Failing to pay the correct allowances will effectively result in the unlawful underpaying of staff. Explore our Payroll Compliance Solutions > Download the current 2025 SCHADS Pay Guide   > What is an Enforceable Undertaking? An Enforceable Undertaking is a written agreement between the Fair Work Ombudsman (FWO) and an employer who hasn’t complied with their legal responsibilities under Australian Employment Regulations. Enforceable Undertakings are used by the FWO instead of taking the employer to court over non-compliance, such as not paying employees in accordance with their Enterprise Agreement. The employer needs to agree to back-pay employees for wages not paid and be audited for future compliance. Recent examples of Enforceable Undertakings in the healthcare, social services, not-for-profit and education sectors: ▶︎   September 2025  - The University of Wollongong will complete more than $6.6 million in payments, including interest and superannuation, to 5,340 underpaid staff as part of entering into an Enforceable Undertaking (EU) with the FWO. Learn more   > ▶︎   June 2025 - Griffith University will complete more than $8.34 million in payments, including interest and superannuation, to 5,457 underpaid staff as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   April 2025 - A South Australian allied health services charity has signed an Enforceable Undertaking with the FWO to improve its workplace compliance after underpayments exceeding $76,000. Learn more   > ▶︎   March 2025 - La Trobe University will complete more than $10.77 million in payments, including superannuation and interest, to more than 6,700 underpaid staff as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   February 2025 - Relationships Australia Queensland has back-paid 980 staff more than $5.6 million, including superannuation and interest, and signed an Enforceable Undertaking with the FWO. Learn more   > ▶︎   December 2024 - The University of Sydney will complete more than $23 million in payments, including superannuation and interest, to more than 14,000 underpaid staff as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   December 2024 - The University of Melbourne will complete $72 million in payments, including superannuation and interest, to more than 25,000 underpaid staff as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   June 2024 - Not-for-profit charity World Vision Australia Pty Ltd has back-paid staff more than $6 million, including interest and superannuation, and has signed an Enforceable Undertaking with the FWO. Learn more   > ▶︎   June 2024 - The FWO has commenced legal action for a second time against the sole trader operator of Kreating Real Change Disability Services in NSW for failing to comply with a Compliance Notice after underpaying worker entitlements under the SCHADS Award and NES .   Learn more   > ▶︎  May 2024 - Disability support charity Open Minds Australia Limited has back-paid staff about $4.2 million after breaching its own collective agreement and has signed an Enforceable Undertaking with the FWO .   Learn more   > ▶︎   December 2023 - Hospital and aged care businesses operated by St Vincent’s Health Australia Ltd are back-paying staff in NSW and Queensland more than $4.4 million and have signed an Enforceable Undertaking with the FWO. Learn more   > ▶︎   October 2023 - Aged care services provider Calvary Administration Pty Ltd have back-paid staff in Victoria, New South Wales, South Australia and Tasmaniamore than $2.1 million, including interest and superannuation, and have signed an Enforceable Undertaking with the FWO.   Learn more   > ▶︎   October 2023 - Disability support services provider Aruma Services Ltd has back-paid staff in Victoria more than $6.5 million, including interest and superannuation, and have signed an Enforceable Undertaking with the FWO.   Learn more   > More than $2 billion back-paid to Australian workers over the last 5 years The Fair Work Ombudsman recovered $358 million for more than 249,000 underpaid workers in 2024-25, taking back-payments to workers to more than $2 billion across the last five years. According to the 2024-2025 Annual Report, the FWO entered into eight Enforceable Undertakings including a total of $47 million back-paid to employees in the financial year, and safeguards against future compliance issues within these employers. Of the eight, four were with universities. The FWO also issued also issued 1,220 Compliance Notices, recovering $8.2 million in unpaid wages for 3,438 workers, and recovered $7.3 million for 2,120 workers through dispute assistance. Fair Work Inspectors also handed out 743 fines for record-keeping or pay slip breaches, with $838,000 in penalties paid. How can employers avoid underpaying staff? To mitigate the risk of underpaying staff, employers should regularly review their enterprise agreements and the relevant Modern Awards to ensure that all mandatory payments, including hourly rates, overtime, penalties and allowances, are being paid correctly. In addition, make sure you are using valid, well-drafted employment agreements. For industrial relations support and practical assistance with workplace compliance, enterprise bargaining and business risk mitigation, please contact us today. Explore our Payroll Compliance Solutions   >

SCHADS Award & Payroll Compliance Under Scrutiny by Fair Work Ombudsman (FWO) The FWO is launching a sector-wide compliance inquiry targeting disability support service providers.   The inquiry will assess whether organisations are meeting their obligations under the SCHADS Award, enterprise agreements and other workplace laws.   It’s crucial that disability support service providers check their employment systems, payroll practices and application of industrial instruments to ensure compliance. Key areas under scrutiny include: Misapplication of SCHADS Award (or EBA) classifications and pay rates Non-compliant roster structures and unpaid overtime Inaccurate or incomplete timesheets Gaps in employment contracts, payroll and HR systems and recordkeeping Potential exploitation of of migrant workers   FWO reviews pose a risk to employers.  Non-compliance with industrial obligations can lead to: Legal penalties or enforceable undertakings Back payments and administrative costs Reputational damage Loss of NDIS funding or accreditation   WorkPlacePLUS has extensive SCHADS Award and industry experience and   provides practical, tailored advice to mitigate the risk of non-compliance. Our  Proactive Compliance Check for the Disability Support Sector provides a practical approach to identifying and resolving compliance issues.   Contact us  to customise a Proactive Compliance Check  for your organisation.

What is SCHADS? The Social, Community, HomeCare and Disability Services Industry Award 2010 (MA000100) (SCHADS Award) details the rates of pay for each level and each pay point for employees working in the social and community services sector. Consisting of over 100 pages of terms and conditions, the SCHADS Award is one of Australia’s most complex modern awards to decipher and implement correctly. Why is SCHADS training important? As a disability and community care provider, it is important to keep track of your employer obligations under the SCHADS Award, to ensure that you are paying staff at least the minimum entitlements and mitigating the risk of a breach. The penalties for underpaying staff have never been higher, even if the infringement is an honest mistake. Making payroll mistakes   exposes you to the risk of costly back payments and penalties general protections breaches serious criminal charges for intentional underpayment Read some recent cautionary tales > About the SCHADS: Know Your Award training program SCHADS Know Your Award , delivered by WorkPlacePLUS, is a highly interactive half-day training session designed to help you navigate the complexities of the SCHADS Award and get your payroll compliance right. Deep dive into the SCHADS Award, including interpreting and applying the latest amendments and troubleshooting common SCHADS hotspots.  This program is facilitated in a live, interactive online session, Class sizes are kept small to ensure participants can ask questions and truly understand the content. Suitable for anyone   who works with the SCHADS Award, including but not limited to payroll, rostering, HR, finance, operational and management roles in the healthcare, disability, aged care, not-for-profit, private practice and public sectors. Why choose SCHADS training delivered by WorkPlacePLUS? SCHADS training delivered by WorkPlacePLUS gives you real confidence to interpret and apply the Social, Community, Home Care and Disability Services Industry Award correctly. Since 2022, WorkPlacePLUS has been delivering comprehensive SCHADS Know Your Award  training programs to organisations Australia-wide. Don’t risk costly back payments, penalties, or compliance breaches! Unlike free webinars that often miss the mark, SCHADS Know Your Award is a highly interactive training session facilitated by senior HR consultants with extensive experience interpreting the SCHADS Award and giving practical workplace relations advice to help you decipher and implement the Award correctly. Our half-day workshop is designed to help you understand all the SCHADS essentials and get your payroll compliance right. Small class sizes to address questions and troubleshoot real SCHADS scenarios Practical tools and strategies to support your payroll and rostering decisions Led by senior HR consultants with extensive hands-on SCHADS experience Tailored to payroll, rostering, HR, finance, operational and management roles Available Dates & Registration * 26 November 2025 - REGISTER HERE  >  * Some dates are tentative based on registration numbers. Also Available: Award & EA Training Programs for Organisations WorkPlacePLUS offers SCHADS Know Your Award and customised enterprise agreement training programs for teams, facilitated onsite or online, scheduled at a time that suits your organisation. For bookings or more information, please contact us today.

In the "Lisa's Little Tips" segment of This Working Life on ABC RN , Lisa Leong asked Anna Pannuzzo why we need rockstars in the office. In short, we do not need ego-inflated demigods in the office. We do need strong candidates with great attitudes who fit the culture of the organisation. But how do we retain high-performing employees?... Listen to the podcast here, which contains practical tips on hiring, onboarding, managing performance and retaining top talent > Hiring for attitude is one of the keys to successful recruitment and retention of top talent. Skills can always be developed, whereas a bad attitude towards tasks, clients, the employer or other staff can cause conflict and a toxic workplace. Another key when it comes to talent retention is awesome leadership and culture. There is a saying that “people don’t leave bad jobs, they leave bad bosses.” There are variations on this, such as “they leave bad managers” or “they leave toxic workplace cultures.” The sentiment is the same. Very rarely do top performers stay in a job just for the money. High-performing employees tend to be loyal to great leaders and awesome workplace cultures. They want their views heard and respected, their achievements acknowledged, and their leaders to be emotionally intelligent with strong communication skills. For more information, training and support, please contact us today. TO ACCESS MORE INTERVIEWS & PODCASTS, VISIT OUR MEDIA PAGE >

Compliance Alert: There have been changes to the Fair Work Act as part of the new Closing Loopholes laws.  Effective 1 January 2025, intentional underpayment of wages is a criminal offence in all jurisdictions of Australia. The financial penalties for criminal underpayment are severe and can include up to 10 years in prison. Small businesses (less than 15 employees) are protected from criminal prosecution if they follow the Voluntary Small Business Wage Compliance Code guidelines. What You Can Do Underpayments often happen because of a mistake or payroll error. This short article explains how to fix an underpayment: Overpayment and underpayment of wages   > To manage your payroll compliance, it’s important to: Review your payroll transactions and award classifications regularly. Review your HR protocols and train your HR and payroll teams whenever employment laws change. Follow the Fair Work Ombudsman’s guide to paying employees correctly, including the Voluntary Small Business Wage Compliance Code.   How WorkPlacePLUS Can Help Employees must be paid at least their minimum pay rates and entitlements. To support you in this area, WorkPlacePLUS offers: ✓   Payroll compliance reviews ✓   PD and classification reviews ✓   Comprehensive SCHADS Know Your Award training ✓   Customised Know Your EBA training Managing your payroll compliance doesn’t have to be an annoyance to tackle on your own. WorkPlacePLUS is here to support you with tailored payroll compliance solutions. For more information, please contact us  today. -- Victorian News On 1 July 2021, it became a crime for an employer in Victoria to: deliberately underpay employees dishonestly withhold wages, superannuation or other employee entitlements falsify employee entitlement records to gain a financial advantage avoid keeping employee entitlement records to gain a financial advantage These crimes are punishable by a fine of up to $218,088 or up to 10 years’ jail for individuals and a fine of up to $1,090,440 for companies. The offences apply to employers and to ‘officers’ of that employer. Which roles are considered ‘officers’ depends on the entity type of the employer, but it generally applies to roles that have significant decision-making responsibilities within a business, such as: directors office holders partners people who may make substantial business decisions on behalf of the employer Wage theft offences involve deliberate and dishonest conduct. Honest mistakes made by employers who exercise due diligence in paying wages and entitlements are not considered wage theft. Employers must provide their employees with at least the minimum pay and conditions outlined in the relevant award, workplace agreement, contract of employment or legislation and keep employee entitlement records. Victoria’s wage theft laws don’t impose new record-keeping obligations on employers. Various pieces of legislation already require employers to keep employee entitlement records, including about allowances, annual leave and long service leave. The wage theft laws make it a crime to deliberately falsify these records or fail to keep them to gain a financial advantage or prevent the exposure of a financial advantage. Download the Wage theft - employer fact sheet > If you have underpaid an employee, you should fix this as soon as possible. For more information or tailored assistance, please contact us today.

There have been some changes to pay rates in the Social, Community, Home Care and Disability Services Industry ( SCHADS) Award [MA000100] . The changes apply from the first full pay period on or after 1 October 2025. Download the current 2025 SCHADS Pay Guide > Register in a SCHADS Know Your Award training session > Discover our payroll compliance solutions > Get in touch with WorkPlacePLUS >

Providing your leaders and teams with regular training is key to their effectiveness in adapting to change, resolving issues, mitigating risk, improving performance, and fostering your work culture. Training and development can also be seen as an organisational benefit which may assist with attracting and retaining staff. WorkPlacePLUS provides professional training programs designed to educate your team with research-based insights, best practice strategies, real-world case studies, and the latest legislative updates. Examples of training and development programs offered by WorkPlacePLUS: SCHADS: Know Your Award Respect & Responsibility in the Workplace ​ Mentally Healthy Workplace Training Performance Management Training Unconscious Bias in the Workplace ​ Practical Leadership & Professional Development Family & Domestic Violence (FDV) Contact Officer Training EEO, Bullying & Harassment Contact Officer Training Communication Mastery & Conflict Management Allied Health HR Training: Contracts & Wages Refresher Trainings Learn more > Why choose WorkPlacePLUS? ✓ We offer tailored learning outcomes and flexible delivery options. We take the time to understand your unique goals and requirements. ✓   Our interactive, face-to-face facilitation strengthens engagement and allows practical examples to be explored during the training, and participant questions can be answered in real time. ✓ We ensure our programs contain the most current employment legislation and regulatory compliance information. Plus, we incorporate your organisation's relevant workplace policies. ✓ We equip participants with the tools, knowledge and confidence to succeed in their roles. ✓ Our programs combine ethical, best practice strategies with direct, expert feedback from our facilitators. ✓ Our facilitators are professional HR consultants. ✓   The team at WorkPlacePLUS has extensive experience delivering training and development programs to businesses and organisations around Australia, from private practices and SMEs to multi-site hospitals, community organisations, government services, and First Nations organisations and teams. For more information or to book your program, please contact us today.

Over the past five years, we’ve seen a surge in claims of work-related stress. More than ever, it is important for employers to support employee wellbeing and promote a healthy workplace culture. WorkPlacePLUS offers practical tools and strategies to enhance your existing workplace wellness program or customise a new one. Choose from our range of flexible options: Employee Assistance Program (EAP) – Our independent EAP supports senior managers, business owners and employees through confidential counselling and education, delivered conveniently via telehealth and teleconferencing. " Wellbeing Day" Onsite Chats – As a component of your workplace wellbeing program, our lead EAP consultant can attend your workplace for a day, to facilitate 1:1 informal "RUOK?" discussions with your staff. Mental Health Policy – Comply with workplace health and safety laws and provide clear guidance to managers and staff by developing a workplace mental health policy, which will include your strategy for prevention, intervention and recovery. Mentally Healthy Workplace Reviews – Take a WHS risk management approach to ensuring your workplace is equipped to manage the risk of psychosocial hazards in the workplace, including but not limited to bullying, discrimination, workplace sexual harassment and victimisation. Staff Wellbeing Survey – A ssess the needs of your employees with a confidential survey, facilitated independently by WorkPlacePLUS. This is a good first step in determining which wellbeing tools are best suited to your specific workplace. Facilitated Group Discussions – Communication is key to workplace wellbeing. Stay connected, reduce stigma and build a culture of peer-support by discussing mental health in a safe setting. Our facilitators are experienced in mediation and counselling. Reflective Practice Program – 1:1 solution-focused coaching, professional development and workplace improvement, designed to build employees' emotional intelligence, confidence and resilience. Mentally Healthy Workplace Training –  Empower your leaders and supervisors to mitigate psychosocial hazards and promote a mentally healthy workplace. Included are discussions on managing psychological safety in the workplace, legislative requirements, prevention , intervention, response, support and continous improvement. Free Download – Download our free Psychosocial Hazard Prevention Checklist to navigate your psychological WHS obligations. It includes practical steps to prevent harm and foster a mentally healthy workplace.   Flexible Working Arrangements, Workplace Adjustments & Health Leave – WorkPlacePLUS can advise you on providing leave or adjusting an employee’s role, workload or roster to help them meet certain mental, physical or personal needs. Reward & Recognition – Celebrating and valuing your staff for their efforts is a proven strategy for boosting positivity and helping to protect your team from burnout. WorkPlacePLUS can assist with succession planning and developing a recognition program that fits your business model. Routine Health Checks – Health screening can save lives by assisting in the prevention and early detection of health issues such as heart disease and diabetes. WorkPlacePLUS can coordinate onsite health checks for your employees. Workplace wellness programs provide important benefits to both your staff and your business, from improved health and performance outcomes to decreased absenteeism and claims. For more information, please contact us today.

Why Psychological Safety Matters Psychological health and safety is vital to a productive, respectful workplace, and employers have a duty to create safe, inclusive environments where workers feel valued and supported.   Bullying, discrimination, and harassment, including sexual harassment, are recognised psychosocial hazards that can cause serious harm to employee mental health. What is psychological health? National Legal Framework for Psychosocial Safety In recent years, Australia has strengthened its legal framework to better protect employees from psychosocial risks: Respect at Work Act 2022 – Introduced a positive duty on employers to take proactive steps to eliminate discrimination, workplace sexual harassment and victimisation. Secure Jobs, Better Pay Act 2022 – Extended the time limit for sexual harassment complaints from six to 24 months, and empowered the Fair Work Commission to issue compensatory orders. WHS Amendments (2023) – Updated the Model Code of Practice: Managing Psychosocial Hazards at Work , setting out how employers must identify and manage risks to psychological health.   Together, these reforms require employers to review their workplace practices, engage employees in consultation, and take meaningful action to prevent harm. Victoria’s New OHS (Psychological Health) Regulations – Effective 1 December 2025 From 1 December 2025, Victoria’s new OHS (Psychological Health) Regulations will bring the state into alignment with the national model WHS laws, making psychosocial risk management a legal obligation for all Australian employers.   Under the new regulations, employers must: Identify and assess psychosocial hazards such as bullying, harassment, job stress, and poor role clarity. Implement and review control measures to reduce psychological health risks. Update WHS policies to include psychosocial risk management. Provide leadership and manager training to ensure supervisors can recognise and address psychosocial hazards early.   Looking after employees’ mental wellbeing is just as important as preventing physical injuries. Both are essential to building a safe, sustainable workplace.   Employer responsibilities Taking Action – Mentally Healthy Workplace Reviews Employers should take a consultative WHS risk management approach to ensuring your workplace is equipped to manage the risk of psychosocial hazards in the workplace, including but not limited to bullying, discrimination, workplace sexual harassment and victimisation.   Risk management is a stepped process of identifying hazards, assessing risks, controlling those risks and then reviewing the efficacy of control measures over time or in response to an event. How WorkPlacePLUS Can Help WorkPlacePLUS can facilitate a Mentally Healthy Workplace Review  for your organisation and support you to meet your employer obligations. We offer various implementation options such as: Outsourced - An experienced WorkPlacePLUS consultant conducts the Mentally Healthy Workplace Review  and provide clear, practical and independent support to help you manage any risks or hazards.   Empowered – Your managers, supervisors, HR team and WHS representatives undertake our Mentally Healthy Workplace Training  which includes psychosocial risk management and how to respond to a psychological safety complaint or claim.   WorkPlacePLUS can also conduct an Independent Workplace Investigation into claims related to psychosocial hazards in the workplace, including but not limited to bullying, discrimination, workplace sexual harassment and victimisation. To prevent early signs of employee mental stress from escalating, consider utilising our Employee Assistancce Program (EAP) and tools for workplace wellness . Free Download – Psychosocial Hazard Prevention Checklist  To support your psychological WHS risk management, WorkPlacePLUS has developed a free Psychosocial Hazard Prevention Checklist.   For more information, please contact us  today.