FOR TRIAL USE ONLY - Responding to Reports of Psychosocial Hazards

Section 1: What triggered this report?

Details:

One-off incident: OR over a period of time: Initially reported to: On the: Internal reference number:

Section 2: What psychosocial hazards are involved?

Review the report or concern raised in Section 1 and use the list below to identify any psychosocial hazards that may be contributing to the issue. You can use the Comments column to note any details that help explain how the hazard shows up in your workplace.

Psychosocial Hazard	Comments
Role overload (high workloads or job demands)
Role underload (low workloads or job demands)
Exposure to traumatic events
Role conflict or lack of role clarity
Low job control
Poor workplace relationships with supervisors, managers, or co-workers
Poor support from supervisors and managers
Poor co-worker support
Workplace violence
Bullying
Harassment including sexual harassment
Inadequate reward and recognition
Hazardous physical working environments
Remote or isolated work
Poor procedural justice (processes for making decisions)
Other

Section 3: How widespread or serious is the issue?

Once you've identified a psychosocial hazard, the next step is to understand how widespread and serious it may be across the workplace.

Complete the following two activities to guide your assessment.

Activity 1: Look for other signs of the same hazard

Use all of your available workplace data to explore whether this issue is isolated or part of a broader pattern. Consider:

Have similar concerns been raised in other areas?
Do the same issues appear across multiple sources (e.g. surveys, grievances, sick leave, turnover)?
Are other workgroups exposed to similar conditions (e.g. poor supervision, excessive workload, harassment risk)?

Check sources like HR records, exit interviews, pulse surveys, and informal feedback channels to identify patterns or hotspots.

Use this table to track your findings:

Reviewing other data	Comments
Workplace incident
Injury, illness, or risk register entries
Formal reports of psychosocial hazards
Worker grievances
Workers' Compensation claims
Staff surveys
Informal worker feedback
Shared duty partner concerns
Worker-supervisor-manager conversations
Hazard reporting system or incident register
Absenteeism and sick leave trends
HR records and reports
Exit interviews and employee feedback
Whistleblower reports
Regulatory or union concerns
Workload or productivity data
Changes in workplace culture
Client or customer complaints

Activity 2: Assess how widespread and serious the issue is

Consider the following four risk factors:

Duration - How long has the issue been present?
Frequency - How often has it been reported or observed?
Severity - What level of harm has it caused or is likely to cause?
Exposure - How many workers are or may be affected?

Examine causes and context:

Are there organisational factors contributing (e.g. unrealistic deadlines, unclear roles, weak leadership)?
Has this issue happened before?
Could it be part of a broader culture problem?

Determine the scope

Based on your review, classify the issue as one of the following:

Localised - affecting a small group or one area Emerging - appearing in more than one part of the business Systemic - widespread and likely to require organisation-wide action

Section 4: What actions will be taken?

Based on your assessment in the previous sections, this is where you record how you will respond to the identified hazard. Use the table below to document control measures that will be implemented to eliminate or minimise the risk, in line with your WHS duties.

Timeframe Action Required Person Responsible Implemented On Reviewed On Comments After Review

Short Term

Medium Term

Long Term