Document ID: chunk:federal_register_of_legislation:F2024L01380:reg:3:p5
Version: federal_register_of_legislation:F2024L01380
Segment Type: reg
Provision Reference: reg 3 (pt 5/8)
Character Range: 46859–49886

(e.g. power imbalance or stigma)
    -          previous exposure to a hazard
    -          culturally and linguistically diverse workers, or
    insecure or precarious forms of employment.
For example, inexperienced workers may not identify harmful behaviours or have the confidence to report them. You could address this by providing more detailed induction training and greater support and supervision until they gain experience and understand these hazards.

Consulting your workers will assist you to identify any groups who are at greater risk, and whether there are additional reasonably practicable controls you must implement to eliminate or minimise the risks for these workers.

Addressing risks to individual workers

It may also be reasonably practicable to accommodate the needs of an individual worker to prevent harm where the worker has disclosed those needs or the PCBU is aware. For example, a worker with an injury or disability may need a quiet work area or different equipment to do their work or a worker experiencing family or domestic violence may benefit from adjustments or modifications.

As well as making changes for individual workers you must still eliminate or minimise psychosocial risks for all workers so far as is reasonably practicable.

These changes may include, but are not limited to, changing workload and work hours, the nature of work, the work environment, or support and supervision.

3.2                         How to identify psychosocial hazards

You must identify all reasonably foreseeable psychosocial hazards arising from the work carried out by your business or undertaking.

As well as identifying common hazards, ensure your process identifies hazards for less common but serious incidents, such as sexual or physical assault.

Examples of psychosocial hazards are included in Appendix A and Appendix B.

Psychosocial hazards can arise from organisation-wide systems, work practices, work environments and workplace behaviours, or they can be specific to a task or job.

Consult your workers

You must consult with your workers (see Section 1.3 of this Code) when identifying hazards to health and safety arising from the work they carry out or are going to carry out.

If your workers are represented by HSRs you must include them in this consultation. HSRs may have specific training in work health and safety which can assist you to manage risks. HSRs can also provide workers some anonymity which may encourage better engagement on psychosocial hazards.

Your workers may use different terms to describe exposure to psychosocial hazards. For example, they might say they feel:

    -          stressed, burnt-out or emotionally exhausted about their workload
    -          anxious or scared about talking to or dealing with an aggressive person
    -          humiliated, degraded or undermined by sexual harassment or discrimination
    -          angry about policies being applied unfairly
    -          confused about what their role involves, torn between