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Workshop for leaders and managers

Introduction to Psychosocial Hazards

Psychosocial risk is now a legal duty in every state and territory.

This session helps your leaders recognise the hazards sitting in their own teams, understand what the law asks of them, and know what to actually do about it.

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Why leaders miss them

Psychosocial hazards rarely announce themselves

They sit inside ordinary working conditions rather than dramatic events, which is exactly why they can run for years without being named. Most of the time, they sound like this.

“We’re stretched, but we’re managing.”

Two roles have been vacant for four months. Nobody has said the word unsustainable out loud, because the last person who did was told to be more resilient.

“No concerns raised this quarter.”

People worked out some time ago that raising something costs more than absorbing it. So the reporting line looks quiet and the risk register looks clean.

“Everyone here gets along fine.”

The team is polite and professional. Nobody has disagreed with the loudest person in the room since March.

High or unmanageable job demands, low autonomy, poor support, unclear roles, badly handled change, poor recognition, and conflict or bullying are the hazards most often present. Recognising them in your own workplace is harder than reading the list, and that is the skill this workshop builds.

Not ready to talk yet?

Our free two-page leader toolkit covers three conversations that sound fine and what might be sitting underneath them, three things you can try this month, and where the obligations now sit across Australia.

Download the leader toolkit
What’s covered

Key learning outcomes

Participants will:

  • Recognise psychosocial hazards as they show up in your own workplace, not just on a list
  • Understand your legal and leadership responsibilities, and where they differ by state
  • Identify the risk factors most present in your teams right now
  • See how leadership behaviour changes risk exposure, for better and worse
  • Understand the link between psychological safety and hazard visibility
  • Leave with practical strategies you can apply without a restructure
What happens next

Booking is straightforward
STEP 1

A free chat

We ask about your organisation, what’s driving the interest, and who would be in the room. Twenty minutes, no obligation. We’ll then come back with a recommended format, duration and focus, priced.

STEP 2

Pre-briefing

Before the session, we consult with you to make sure the workshop is tailored to your organisation’s needs.

STEP 3

Delivery

One or two hours, online or in person, anywhere in Australia. Content adapted to your sector and the issues actually in your teams.

You’re in good hands

Evidence-led, trusted across Australia

90%+ of people we work with report improvements in a mental health and wellbeing outcome.
1:6 return on investment. For every $1 invested in workplace wellbeing, organisations receive up to $6 back.
3,700 people trained across 52 organisations Australia-wide in 2025 alone.

Trusted by 150+ organisations across Australia

Henley Properties DHL Continental Animal Welfare League Australia Post Australian Institute of Sport Cartier Bank Australia SA Health KPMG Mitre 10 Metcash NSW Government Queensland Government Roche

“There has been a lot of discussion about the impact psychosocial risks and hazards can have on overall employee wellbeing, and it can be a complex topic to understand. Tegan’s facilitation was insightful and presented in a way that is easy to understand. She used relevant examples based on our organisational context and work environment. Our team were empowered with practical steps and actions to help create healthier work environments for their teams.”

General Manager, People & Culture, Henley Properties

Questions we get asked

Before you book

Can the workshop be delivered online or in person?
Both. We deliver in person anywhere in Australia, or virtually if your people are spread across sites or you would rather not bring everyone into one room. The content and the activities work either way, and we will talk through which format suits your group when we chat.
Who will facilitate our session?
We have around 20 Be Well Certified facilitators around the country. Being Be Well Certified means we have taken them through the science behind our programs and they deliver our materials. Rather than sending whoever happens to be free, we match a facilitator to your organisation based on the energy of the group and what your people need. You can meet the team here.
How long is the session, and how many people can attend?
Sessions run for one or two hours, and we usually suggest up to 30 people so there is still room for people to talk. If you have a bigger audience in mind, we also do presentations that land better for larger groups.
What does it cost?
Get in touch and tell us what you have in mind. Price varies depending on the format, the duration and the type of session, so once we understand your requirements we will send you a proposal with costing.
How far in advance do we need to book?
We have turned sessions around in a week and we have planned them months out, so there is flexibility. Around four weeks tends to work best. It gives us time to get to know your organisation and match the right facilitator, and it gives you time to get your team or leaders ready for it.
Does this workshop meet our psychosocial compliance obligations?
No, and we would rather say so plainly. Training is a lower-order control and sits below work design, job structure and management practice in the hierarchy of control. What this workshop does is build the capability your leaders need to notice a hazard, name it and respond to it. That is a genuine part of meeting your duty rather than the whole of it.
Who should attend?
Anyone with people leadership responsibility, and anyone carrying WHS duty. That usually means managers, senior leaders, HR and health and safety representatives. Many organisations run this for their leadership group and then run a psychological safety session for teams so both groups work from the same definitions.
How is this different from psychological safety training?
This workshop is about the hazards themselves: what they are, where they sit in your work, and what the law asks of you. Psychological safety is about whether people feel able to raise them. The two connect closely, and most organisations benefit from both, but they answer different questions.
Is managing psychosocial risk now a legal requirement?
Yes. Managing psychosocial risk is a legal duty in every state and territory of Australia. The detail differs depending on where you are, and the direction doesn’t. Identify the hazards, assess the risk, eliminate or minimise it, then review whether your controls are working.
What has changed in New South Wales, Victoria and Queensland?
New South Wales: Section 26A of the WHS Act commenced 1 July 2026. Following an applicable approved code of practice is now a duty in its own right, or you manage the risk to an equivalent or higher standard. Victoria: The Psychological Health Regulations commenced in December 2025, setting out identification, control and reporting duties for Victorian employers. Queensland: The psychosocial hazards code of practice has been in effect, and enforceable, since April 2023.
What does the hierarchy of control mean for psychosocial hazards?
NSW, QLD, SA and the Commonwealth explicitly require higher-order controls first. Redesigning work comes before training and support, not instead of them.
Do you cover the legislation for our state?
Yes. Duties now exist in every state and territory, and the detail differs by jurisdiction. We tailor the legislative content to where your people actually work.
What happens after the workshop?
Leaders leave with practical strategies they can apply straight away. If you want to go further, we run in-depth programs and can support psychosocial risk work beyond a single session. We will talk that through rather than assume it.
Where can I read more about psychosocial hazards?
Start with What are psychosocial risks and hazards?, then Psychological safety vs psychosocial hazards and Better conversations at work.

General information only, last reviewed August 2026. Obligations differ by state and territory. Check the code of practice that applies to your jurisdiction and seek your own advice on your specific circumstances.

Let’s talk

Share a few details about your organisation and what you’re navigating. One of our team will be in touch to book a free chat and work out the best fit, with no obligation to book anything.

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