The Closing Loopholes Act 2024 has redefined employers’ obligation to disprove sham contracting.   Effective 27 February 2024, employers who have incorrectly classified an employee as an independent contractor may be penalised for sham contracting, unless they can show that they "reasonably believed" the contract of employment was a contract for services.   In addition, the Closing Loopholes Act 2024  includes: changes to the definition of employment new option for independent contractors to challenge unfair contracts new frameworks to protect independent contractors in certain industries   A new definition has been added to the Fair Work Act to help determine the meaning of “employee” and “employer”.  According to the new definition, “employment” is defined by the real substance, practical reality and true nature of the relationship between an individual who may be an employee and a person who may be an employer. The total relationship will be taken into consideration and how the contract is performed in practice.   It’s important to review your employer-worker-contractor relationships regularly to ensure you are paying your workers their lawful entitlements. Regardless of what the written contract might say, if in practice the relationship looks and operates as one of employment then it will be considered an employment relationship.   If you have incorrectly classified an employee as an independent contractor, you risk being penalised for sham contracting. The maximum penalty is  $18,780 for individuals and $93,900 for corporations per contravention . You may also be liable for additional penalties if you breach your taxation and superannuation obligations by engaging in sham contracting.   The experienced team of HR consultants at WorkPlacePLUS can assess your independent contractor arrangements and support you to meet your employer obligations.   For more information, please contact us  today.

What is the NSW Portable Long Service Leave Scheme? The NSW Community Services Industry Portable Long Service Leave Scheme (PLSL Scheme) allows eligible workers in the community services sector to accrue long service leave based on time in the industry, rather than time with a single employer. The PLSL Scheme is managed by the NSW Long Service Corporation.   Registration is mandatory for eligible employers. Are you registered? Why Is It Important for Allied Health Providers? Does your business or organisation deliver allied health services in the state of New South Wales (NSW)? From 1 July 2025, some allied health providers with employees delivering services in NSW may need to register in the PLSL Scheme to avoid penalties and back payments. Key Employer Obligations Under the Scheme Allied health providers may need to seek compliance guidance to meet their obligations under the Portable Long Service Leave Act 2024 . The NSW Long Service Corporation has confirmed that allied health roles are not automatically covered by the portable long service leave scheme. Eligibility depends on the predominant purpose of the employer , not the profession or whether services are NDIS-funded.   Allied health professionals will be in scope where they are employed by organisations whose core purpose is delivering community services (including disability service providers that identify as community service organisations), but will be out of scope where they work in private health practices whose primary purpose is clinical service delivery.   For organisations that are not clearly private health practices and have mixed or community-facing functions, employers must self-assess their predominant purpose. Where an organisation is not predominantly a community services provider, eligibility may depend on whether 50% or more of the role supports community services. Need support? Try one of these options: ➤ Visit the NSW Long Service Corporation website > ➤   Register in an Allied Health HR Training session > ➤ Explore our payroll compliance solutions > ➤ Get in touch with WorkPlacePLUS >

What is legal professional privilege?   Legal professional privilege (also known as client professional privilege) protects confidential communications between lawyers and clients from mandatory disclosure in court.   What’s changed?   In the past, the main reason an employer might engage an external law firm to conduct workplace investigations was for the legal privilege. The assumption was that employers could withhold workplace investigation reports prepared by lawyers.   A recent decision by the Fair Work Commission (FWC) has challenged that assumption and changed the way legal privilege operates. Now simply appointing a legal firm does not guarantee that the investigation report is protected by legal privilege.   What this means for employers   The FWC ruling has important implications for employers managing workplace conflict such as complaints or misconduct.   Employers need to be clear about how and why an investigation is being conducted, and how the findings may ultimately be used. If the primary purpose is fact-finding or meeting internal policy obligations, rather than obtaining legal advice, legal privilege may not apply.   In most cases, the most important consideration for employers is whether the workplace investigation is independent, procedurally fair, timely and defensible, not whether legal privilege applies.   What’s a cost-effective solution for investigating workplace issues?   Engaging a law firm to investigate workplace issues can be extremely costly, particularly where legal privilege is uncertain.   WorkPlacePLUS conducts independent workplace investigations  using evidence based principles. The final WorkPlacePLUS investigation reports are developed to a high standard and can be used for external parties such as the courts, WorkCover authorities and unions when required.   Our accredited workplace investigators are also experienced HR professionals who understand employer obligations, risk management and procedural fairness.   For support managing workplace conflict, please contact WorkPlacePLUS 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 and community services, finance and education sectors: ▶︎   December 2025  - The University of Tasmania will complete more than $21.4 million in payments, including interest and superannuation, to over 10,000 underpaid staff as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   December 2025  - Monash University will complete more than $20.7 million in payments, including interest and superannuation, to 10,877 underpaid staff as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   November 2025  - Queensland University of Technology has completed more than $1.9 million in payments, including interest and superannuation, to hundreds of staff it underpaid, as part of entering into an Enforceable Undertaking with the FWO. Learn more   > ▶︎   November 2025  - Westpac Banking Corporationhas back-paid nearly 47,000 staff more than $50 million and signed an Enforceable Undertaking with the FWO. Learn more   > ▶︎   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 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   > ▶︎  April 2024  - Insurance Australia Group Limited (IAG) entities have back-paid workers more than $21 million owed under federal workplace laws and 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   >

Culture counts in your workplace A tense or toxic workplace culture puts your organisation and people at risk and often results in: costly mistakes low productivity high staff turnover complaints and grievances health and safety incidents compliance notices from the Fair Work Ombudsman or your industry regulator Attending to the workplace culture should be an integral part of every organisation’s risk management plan, and the board should be regularly updated on all key risks so that they can fulfil their directors’ responsibilities. Are you soliciting feedback from your employees? Workplace cultural reviews are a great tool for measuring staff engagement and assessing an organisation’s cultural climate. The review process allows senior management and the board to proactively identify and mitigate any potential red flags or highlight any common themes that may need to be addressed. Regular cultural reviews can be the catalyst for constructive workplace change and the advancement of workplace relationships, staff engagement, productivity, safety, and performance. WorkPlacePLUS has a qualified team of consultants with extensive experience facilitating cultural reviews and providing organisations an objective perspective of the team culture. There are several ways to conduct a cultural review. WorkPlacePLUS offers a range of delivery options: Online surveys - A practical way to canvas a large group of employees. The subject matter of the review is tailored to your needs. For example, some clients may want to broadly gauge staff engagement, whereas others may want to solicit feedback on specific matters, such as the introduction of new systems or processes. Stay interviews - Confidential 1:1 discussions designed to understand what motivates your employees to come to work each day, how they are supported in performing their roles, and how you can continue to retain them as valued members of the team. Exit interviews - Confidential 1:1 discussions with a staff member who is exiting the organisation, designed to encourage feedback on their experience working in your organisation and their reasons for leaving. It is also their opportunity to raise any organisational issues which contributed to them making the move. Consultations for workplace change – Employee surveys and interviews can be used to facilitate the consultation process of your change management strategy by soliciting feedback on specific workplace matters or projects. Hybrid formats – We can conduct your review using a combination of online survey and 1:1 interview. Each carefully controlled cultural review delivered by WorkPlacePLUS allows employees to provide crucial feedback in a safe and confidential setting, helping to uncover any trends, hotspots or feedback which may need to be considered. WorkPlacePLUS can then support the board and leadership team to identify and implement opportunities for improvement resulting from the cultural review. Employers can also consider a Psychological Safety Review  - This is a formal, consultative WHS risk management approach to assessing your workplace culture, based on current employment legislation and best practice WHS strategies. For more information, please contact us today.

Serious workplace issues such as bullying and harassment, misconduct or discrimination should always take urgent priority for a manager. During the pandemic, many most staff were required to work remotely, these serious workplace issues still occurred. With a growing number of employees working from home, employers and HR managers have the additional challenge of taking both their onsite and remote workforce into consideration. Remember that workplace investigations must adhere to natural justice principles, confidentiality, rules of evidence, compliance, and health and safety regulations. These standards help to ensure a fair and equitable process for all and allow an organisation to respond with the appropriate action. There are some predictable challenges of remote workplace investigations that are reasonably straightforward to address, such as planning ahead to ensure your own privacy and mitigate technical issues with videoconferencing, electronic signatures, transferring files, etc. Other challenges of remote workplace investigations can be more complicated. For example: 🔎 How will you ensure that the interviewee is in a private setting without unauthorised people or recording devices? 🔎 How will you ensure the confidentiality of sensitive documentation? 🔎 How will you obtain and maintain detailed records? 🔎 How will you gather and safeguard physical evidence? 🔎 How will you assess and monitor the remote workplace culture? Read Conflict in the age of Zoom > In general, managing staff remotely requires clearer and more explicit communication of expectations and feedback, and more regular check-ins to ensure staff are coping at home. When it comes to addressing serious issues or complaints, managers who are already stretched to their limits may need to seek support from an experienced and independent workplace investigator. WorkPlacePLUS conducts workplace investigations of the highest standard via video conferencing technology. We can support you to meet your employer obligations under various legislation such as Fair Work Act and Work, Health & Safety, while you continue to focus on your business. Our experienced HR consultants are trained private investigators. For more information, please contact us today.

Why is it important for employers to keep track of changes to workplace laws and regulations?   As an employer, it is important to proactively manage HR-related risks. This applies to any workplace regardless of the industry or jurisdiction.   Legislative changes can increase employers’ non-compliance risk. The penalties for non-compliance have never been higher, even if it’s an honest mistake.   How can employers avoid unnecessary risks and costly penalties?   When laws and regulations change, it’s crucial to protect your business from unnecessary risks and penalties by: tracking and managing your employer obligations reviewing your human resources (HR), industrial relations (IR), payroll and Work, Health and Safety (WHS) practices   Free Download: Compliance Checklist for Employers   WorkPlacePLUS has developed a free 2025-2026 compliance checklist.     Track and manage your employer obligations with our quick-glance timeline of recent and upcoming changes to workplace laws and regulations. Download the checklist  >   HR Compliance and Risk Management Support   WorkPlacePLUS can support you to meet your employer obligations under workplace laws and regulations. We offer Complex HR consulting and outsourcing HR and employment reviews SCHADS reviews  and payroll compliance solutions Psychosocial risk assessments Workplace cultural reviews + more   Let WorkPlacePLUS take the stress out of workplace compliance so you can focus on the day-to-day needs of your business or organisation.   For more information, please contact us  today.

Why is HR compliance regarding contracts and wages important in an allied health practice or multidisciplinary health clinic? Running an allied health practice or multidisciplinary health clinic  comes with many responsibilities — providing excellent care for clients, managing employees, and staying compliant with workplace laws. For practice owners and managers, getting HR compliance right regarding contracts and wages isn’t just good business practice, it’s essential to avoid costly mistakes. What is Allied Health HR Training: Contracts & Wages? The Contracts & Wages training session is part of our Allied Health HR Training Series , designed to give you the practical knowledge and tools you need to manage your practice confidently and reduce compliance risks in the areas of human resources, employee relations, industrial relations and employment law. Our Contracts & Wages training session focuses on HR essentials for practice owners, including legal considerations and compliance risks when it comes to employing staff, paying the correct entitlements and mitigating the headache of avoidable HR and payroll errors. Why This Training Matters To ensure you are paying your workers their correct entitlements, it’s important that practice managers, payroll teams and rostering staff receive up-to-date training. This training  supports participants to navigate key areas of HR and payroll compliance such as: Working arrangements  including contractor vs. employee Wages and entitlements  under the Health Professionals and Support Services (HPSS) Award Employment contracts  and employment agreements Legislative reforms  including changes to the Fair Work Act and modern awards HR and payroll non-compliance can have serious consequences, including back payments, penalties, reputational damage and even legal liability. This training helps you avoid those risks and protect your practice. What You’ll Learn in Allied Health HR Training: Contracts & Wages In this interactive half-day online workshop , you’ll gain: Updates on recent and upcoming changes to employment laws affecting allied health and multidisciplinary clinics Clarity on the difference between employees and contractors Practical guidance on getting employment contracts right A clear overview of the HPSS Award and how to apply it, including common payroll errors and hotspots faced by health clinics Practical case studies to apply your learning to real practice scenarios Who Should Attend? This training is designed for: Allied health and multidisciplinary health   practice owners and directors Clinic and practice managers HR, payroll, rostering, finance, operational and management roles in allied health or multidisciplinary practices If you employ staff in the allied health sector and want confidence that your contracts and payroll practices are compliant, this session is for you. Why Choose WorkPlacePLUS? Delivered by senior HR consultants with extensive allied health sector experience Small class sizes with opportunities to address questions and real scenarios Practical tools and strategies to support your employment, payroll and rostering decisions Clear explanations of complex legal requirements Up-to-date content you can apply immediately in your practice   Don’t wait for a compliance issue to expose your practice. Equip yourself with the right knowledge to manage HR and payroll with confidence. How to Register To register for  Allied Health HR Training: Contracts & Wages head over to our Eventbrite registration page where you can select tickets for yourself and/or your team members. ➤   Next session: Please check back for 2026 dates. ➤   Spots are limited – secure your place in our next session. To register your interest, please contact us . For more information, please contact us  today. * Some dates are tentative based on registration numbers.

What is the Aboriginal and Torres Strait Islander Health Award Award pay guide? The Aboriginal and Torres Strait Islander Health Award Pay Gu ide contains the minimum pay rates for full-time, part-time and casual employees in the Aboriginal and Torres Strait Islander Health Award [MA000115]. Why is it important to refer to the newest pay guide? Pay rates change from 1 July each year and the Fair Work Commission may make further changes to pay rates throughout the year. To avoid unlawful underpayment, always refer to the newest pay guide. When do changes to pay rates in the Aboriginal and Torres Strait Islander Health Award  Award apply? There have been some changes to pay rates in the Aboriginal and Torres Strait Islander Health Award  [MA000115]. The changes apply from the first full pay period on or after 1 January 2026. Download the current 2026 ATI Health Award Pay Guide > Discover our payroll compliance solutions > Get in touch with WorkPlacePLUS >

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 * 18 March 2026 - 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.

Many organisations recognise and promote their good performers into team leader roles, creating an opportunity to strengthen the organisational culture and loyalty when the right candidate is selected. From our experience, however, very few organisations provide their prospective team leaders with the practical tools and leadership skills to succeed in their new position. This ultimately becomes a costly oversight. If staff performance and risk management are key to your organisation achieving its goals and budgets then training and development should not be an afterthought. Trimming the training and development expense when budgets are under pressure can have a detrimental impact on productivity and mental health in the workplace, with an increase in employee turnover. Increased productivity, reduced employee turnover and promoting a mentally healthy workplace are just some of the many good reasons to provide your staff with proper training. Even the most experienced managers need to keep up with current workplace legislation. Letting this slide exposes your organisation to risk. Reminder: staff should be doing a refresher training relevant to their role every two years In addition, issues associated with the changing landscape of working life post-pandemic continue to present new challenges to managers and supervisors. For example: Communicating to staff about changes in the workplace Managing requests for new, flexible or hybrid working arrangements or roles Managing teams remotely and monitoring engagement Addressing staff concerns e.g. returning to the workplace Addressing complaints or grievances Supporting employee wellbeing Now more than ever, it is crucial to provide your leadership team with good support structures and tools for success. The team at WorkPlacePLUS has extensive experience in facilitating workplace training programs to leaders and teams in Australian workplaces. Our range of practical training programs address areas such as bullying and harassment, performance management, workforce planning, legal compliance, communication strategies and empowering your staff to excel. Directors, managers, supervisors, team leaders and staff all benefit from our specialised interactive trainings, as participants are equipped with the required tools, knowledge and confidence to succeed in their roles. Examples of training and development programs offered by WorkPlacePLUS: SCHADS: Know Your Award Respect & Responsibility (Bullying, Harassment, Discrimination & Victimisation) Mentally Healthy Workplace Training Performance Management Training Unconscious Bias in the Workplace Family & Domestic Violence (FDV) Contact Officer Training Communication Mastery & Conflict Management Allied Health HR Training 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.   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.   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.