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From 1 July 2026, section 26A of the NSW Work Health and Safety Act 2011 will commence. The new provision means that where an approved Code of Practice exists, a person conducting a business or undertaking (PCBU) must either: Comply with the Code of Practice; or Demonstrate that an alternative approach provides an equivalent or higher standard of health and safety. This represents a significant shift in how organisations may need to demonstrate compliance during regulatory in

Effective psychosocial risk management does not require organisations to reinvent the wheel. In most cases, the foundations already exist within your current risk management, health and safety, human resources, leadership and performance management systems.

Safe Work Method Statements (SWMS) are not only a legal requirement, but they are also crucial for ensuring safety in various work environments, particularly in high-risk industries. However, there are significant barriers that can affect their effectiveness, especially for workers with low literacy, reading difficulties or big egos.

Poor safety advice does not just create inefficiency, it can directly contribute to incidents. Across multiple high-profile events, investigations have shown that risks were often known, but not effectively managed. Controls were either not in place, not working, or not verified. This is where ineffective safety capability becomes a real business risk. When safety professionals focus on paperwork instead of critical controls, or fail to escalate serious risks

Orana Skills Centre is offering four fully funded places in the 2026 Risk-Based Leadership™ Development Program - valued at $4,500 each - for emerging and underrepresented leaders working in high-risk and community sectors. Access to quality leadership development should not depend on where you work, what sector you are in, or whether your organisation has the budget to invest in your growth.

Many supervisors are promoted because they are technically strong, yet receive little formal leadership development. This article explores why traditional leadership programs often fail operational leaders and what organisations can do differently.

Reports this week indicate that employers in New South Wales may soon face significant fines for failing to manage workplace bullying and other psychosocial hazards.

In December 2025, this unit was officially superseded and replaced with HLTPAT010 – Collect Specimens for Drugs of Abuse Testing. For organisations running workplace testing programs, and for individuals responsible for specimen collection, it is important to understand what changed and what the transition means.

VOC is not about training someone how to do a task. It is about confirming that a person can safely and effectively perform a specific task, using specific tools or equipment, in your workplace, under your conditions.

Safe Work Australia has published amendments to the Model WHS Laws, introducing new incident notification duties, crane licensing changes and updates to PPE and compliance requirements. These amendments set the national benchmark, but adoption will vary by state and territory, so businesses must check their local regulator.

Poor consultation can extend to the overall culture of the business, where workers don’t trust management, changes fail to be implemented correctly and people become disengaged from the risk management process, viewing it as something that’s done to them rather than done with them. Over time, this erodes accountability, weakens communication and creates the perfect conditions for serious incidents to occur.

When most businesses talk about risk, the focus almost always falls on prevention. “We’ve got it under control,” leaders say, pointing to their policies, procedures, or engineered barriers. But what happens when those preventive controls fail? That’s where mitigating controls step in. They are the reactive measures – the systems, processes, and resources you rely on when the unwanted event has already occurred. Unfortunately, they are often overlooked, underfunded, or complet

At SRA Global, we’ve built Australia’s only leadership development pathway focused entirely on risk. Our 2-day Risk Leader and 3-day Risk Advisor programs are designed to equip you with modern tools, strategic insight, and practical skills that go beyond legislation.

In June 2025, Optus agreed to pay a record‑breaking A$100 million, almost its entire profit in the last year, following a case brought by the Australian Competition and Consumer Commission (ACCC) for unconscionable sales and coercive debt collection targeting vulnerable customers. Optus accepted that its staff had been overly agressive and pushed unneeed products on vulnerable and disadvantaged customers.

In the same way a business prepares for physical emergencies with fire evacuation drills or first aid kits, it must also prepare for psychological emergencies. A Trauma Response Plan (TRP) is the psychosocial equivalent of an incident response plan – and increasingly, it’s becoming a legislative and moral necessity.

When we think about workplace health and safety, our minds often go straight to employees, contractors, or maybe even volunteers. But what about visitors? People who pop in briefly, attend a meeting, drop off a parcel, or tour your facility? Under Australian WHS laws, visitors have a right to be safe – and businesses have a legal duty to protect them.

The Victorian Department of Education has taken a meaningful step in acknowledging the rise in work-related violence from student behaviour—with a staggering 46.7% increase reported over the last decade. Following an audit, the Department has adopted four key recommendations aimed at better managing this risk in the workplace.The Victorian Department of Education has taken a meaningful step in acknowledging the rise in work-related violence from student behaviour,with a stagg