Psychosocial hazards in the workplace: supervisors often hear it first.
A worker stops their supervisor at the gate. They mention, almost in passing, that the new roster has them doing three closes in a row and they're not sleeping. The supervisor says they'll have a look. The worker nods and heads off.
That moment can be an early sign of a psychosocial hazard. It's also the moment most likely to go nowhere.
Before a psychosocial hazard becomes a report, it's often a passing comment to
A supervisor.
Leadership deserves a system.Key takeaways
- Psychosocial hazards come from how work is designed and managed, and how people treat each other.
- Every Australian state and territory now regulates them. In NSW, the code of practice is the benchmark since 1 July 2026.
- What the supervisor does next, and being able to show it, is where risk is managed or lost.
What psychosocial hazards are
Under the model WHS Regulations (r55A), a psychosocial hazard is a hazard that comes from the design or management of work, the work environment, plant at a workplace, or workplace interactions and behaviours, and that may cause psychological harm, whether or not it may also cause physical harm.
In plain terms: parts of how work is set up and how people treat each other that can hurt someone's mental health.
Common psychosocial hazards
Safe Work Australia's model Code of Practice: Managing psychosocial hazards at work lists common hazards, including:
Newer codes based on the model, such as the Commonwealth's 2024 Code, also name fatigue and job insecurity. Check the code that applies in your state or territory. Hazards often combine.
Many of these first show up in an ordinary conversation. A worker doing three closes in a row. A new starter who hasn't been shown the system. Someone covering two roles whose effort goes unnoticed.
A good conversation that leaves no trace looks, on paper, like no conversation at all.
Supervisors and team leaders are often the first to hear when work is starting to hurt someone. It rarely arrives as a formal complaint. This isn't about blaming supervisors. Most are doing the right thing with no system to support them.
See how a concern gets followed throughWhat the law expects
This isn't legal advice. Duties vary by state and territory, so check the laws and code that apply to you.
Manage the risk
The model WHS Regulations (r55A to r55D) require a person conducting a business or undertaking to manage psychosocial risks like any other WHS risk: identify hazards, eliminate or minimise the risks, and maintain and review controls, in consultation with workers. Source: Safe Work Australia
Officers are accountable
Officers, such as directors and senior executives, have a due diligence duty under the WHS Act (s27 of the model Act). That includes making sure the business has, and uses, systems to manage its risks.
NSW: the code is the benchmark
Since 1 July 2026, s26A of the NSW WHS Act requires a business to comply with an approved code of practice, such as the Managing psychosocial hazards at work code, or manage the risk to an equivalent or higher standard. Source: SafeWork NSW
Victoria: new regulations
The Occupational Health and Safety (Psychological Health) Regulations 2025 have applied to Victorian employers since 1 December 2025. Source: WorkSafe Victoria
Queensland: a code since 2023
Queensland's Managing the risk of psychosocial hazards at work Code of Practice 2022 has applied since 1 April 2023. Source: WorkSafe Queensland
Regulators are looking
SafeWork NSW has named psychosocial risk as one of its regulatory priorities for 2026–27.
None of this asks supervisors to become counsellors. It asks the organisation to show that hazards were identified and that something was done about them.
Get the supervisor checklist
A one-page Word checklist for what to do when a worker raises something. Aligned with the risk management steps in Safe Work Australia's model Code.
- What to do in the moment
- What to note straight after
- How to follow it through and close the loop
- Common hazards to listen for
General information only, not legal advice. We'll email you only if you tick the box.
Note it in the moment. Follow it through.
Note It Conversations let a supervisor note what a worker raised, what they did and what was agreed, in the moment, on their phone. It works with no signal, so it works at the gate, on the road or on a remote site.
We never tape conversations. There's no audio and no transcript. The leader writes a short note in their own words.
A concern raised is followed up for the worker, not filed against them. When it needs more than a quick fix, it links through to a Check-in. The agreed action gets an owner and a date, and stays open until it's closed.
Visibility follows your org structure. A supervisor sees their own team, their manager sees the teams beneath them, and nobody sees across or above. Senior leaders see patterns, like overdue follow-ups, so they can back their supervisors with time, training or resources.
Illustration. Names are examples.
See it
Early signs, raised where the work happens.
Shape it
A consistent way for every supervisor to respond.
Prove it
A clear trail showing what was raised and how it was followed through.
Common questions
What are psychosocial hazards in the workplace?
Parts of work that can cause psychological harm, such as high job demands, poor support, bullying or poorly managed change. Under WHS laws (OHS laws in Victoria), the business must identify them and manage the risks.
What are some examples?
Safe Work Australia's model Code lists common examples, including job demands, low job control, poor support, lack of role clarity, inadequate reward and recognition, remote or isolated work, violence and aggression, bullying and harassment.
What does "poor support" mean?
Work where people don't get enough practical or emotional support from their managers and colleagues, or don't have the training, tools and resources to do the job.
Is there a psychosocial code of practice?
Yes. Safe Work Australia publishes the model Code, and states and territories have their own. In NSW, since 1 July 2026, businesses must comply with the approved code or manage the risk to an equivalent or higher standard. Get advice for your own situation.
Does Note It record conversations?
No. We never tape conversations. There's no audio and no transcript. A leader writes a short note of what was raised, what they did and what was agreed.
How does Note It fit with our WHS system?
It sits alongside the systems you already use. Its job is the leadership conversations those systems don't capture. Hazard reports and incidents stay in your WHS process.
If it's not followed through, it didn't happen.
Think about the last time a worker raised something like this with one of your supervisors. Could you show what happened next?