Implementing Psychosocial Risk Management: A Practical Guide

Effective management of psychosocial risks is crucial for promoting good mental health, preventing harm, and fostering a safe and healthy workplace.

This guide outlines the steps required to implement a psychosocial risk management program, drawing from the Code of Practice for Psychosocial Hazards and other best practices.

Core Elements of Psychosocial Risk Management

To implement an effective psychosocial risk management program, the following elements should be included:

Psychosocial Risk Register

• Create a comprehensive register that identifies psychosocial hazards specific to your workplace.

• Hazards may include workload pressures, bullying, poor organisational change management, or lack of role clarity.

• Develop the register in consultation with workers, as their input ensures the register reflects real workplace conditions.

Health and Safety Policy Updates

• Update your existing health and safety policy to:

  • Incorporate psychosocial risk management.

  • Outline the organisation’s commitment to managing and promoting good mental health.

• A standalone policy is not necessary; integrate psychosocial risk management into broader workplace safety systems.

Psychosocial Hazard Management Plan

Develop an overarching plan detailing how psychosocial hazards will be managed. The plan should include:

• Current practices: Outline existing strategies, such as flexible working arrangements or mental health support services.

• Leadership expectations: Leaders are expected to role-model respectful behaviours, promote a culture of openness, and provide adequate resources for managing workloads.

• Worker expectations: Workers should actively participate in consultation processes, report psychosocial hazards, and adhere to workplace policies and values.

Reporting and Investigation Mechanisms

• Establish a clear mechanism for workers to report psychosocial hazards confidentially.

• Ensure reports are thoroughly investigated and that findings lead to timely actions.

• Communicate outcomes back to workers to build trust in the system.

Implementation of Psychosocial Risk Management

Once the key elements are developed, the next step is to implement them across all levels of the business.

a) Communication and Awareness

• Introduce the psychosocial risk management program through toolbox talks, team meetings, and internal communication channels.

• Ensure messaging is clear, consistent, and accessible to all workers.

b) Leadership Engagement

• Leaders must lead by example, demonstrating behaviours that align with the organisation’s commitment to managing psychosocial risks.

• Examples of leadership practices:

  • Actively listening to workers’ concerns.

  • Addressing workload pressures by redistributing tasks when needed.

  • Acknowledging and addressing reports of psychosocial hazards promptly.

c) Worker Empowerment

• Empower workers to report psychosocial hazards without fear of reprisal.

• Reinforce the message that reporting is an essential part of maintaining a safe workplace.

• Provide training to help workers identify psychosocial hazards and understand the reporting process.

d) Training and Education

Deliver training tailored to various levels of the organisation:

• Leaders: Focus on their role in creating a positive workplace culture and responding to reported hazards.

• Workers: Emphasise hazard identification, reporting processes, and their role in fostering a safe and supportive environment.

Ongoing Monitoring and Improvement

Psychosocial risk management is not a one-time activity—it requires continuous evaluation and improvement.

Monitor and Evaluate:

• Regularly review the psychosocial risk register to ensure it remains current.

• Use workplace surveys, feedback sessions, and incident reports to gauge the effectiveness of implemented measures.

Consult and Collaborate:

• Maintain regular consultation with workers to identify emerging hazards and evaluate the program’s impact.

Adapt and Improve:

• Update the psychosocial hazard management plan as needed to address new challenges or incorporate best practices.

Practical Examples

• Leadership Expectation Example: A manager ensures team members have manageable workloads by setting clear priorities and offering additional support during peak periods.

• Worker Expectation Example: Workers proactively report instances of workplace conflict or signs of stress impacting team dynamics.

• Reporting Mechanism Example: Implement an anonymous online reporting tool that allows workers to raise concerns and track the progress of investigations.

Implementing psychosocial risk management is essential for creating a safe, supportive workplace. By developing a risk register, updating health and safety policies, and fostering strong leadership and worker participation, organisations can effectively manage psychosocial hazards. Through consistent communication, training, and monitoring, businesses can demonstrate their commitment to promoting mental health and preventing harm.

By following these steps, your organisation will be well-equipped to implement a comprehensive and effective psychosocial risk management program that benefits everyone.

See our training, workshops and resources in Psychosocial Risk Management and Compliance

Book an Investigation for a Recent Psychosocial Related Incident

Book Mental Health First Aid (MHFA) Training

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