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Most organisations would say they support their people. They have an open-door policy. Managers are approachable. There is an Employee Assistance Program. Leaders are encouraged to check in. There may be mental health first aiders, wellbeing initiatives, peer support programs and regular reminders to speak up if something is wrong.

Are Your WHS Documents Actually Compliant with NSW Codes of Practice? Because in 2026, having a WHS document is no longer the interesting question. The question is whether you can demonstrate that it meets the standard expected of your business.

There's been quite a bit happening in WHS over the past 12 months. New PIN Requirements, New WHS Regulation 2025, Codes of Practice are now minimum performance standards, Psychosocial hazards remain a major regulatory focus, SafeWork's current enforcement priorities and Digital work systems, AI and automation

In the wake of major enforcement pushes across New South Wales, local governments are facing intense scrutiny over workplace mental health. High-profile regulatory actions by SafeWork NSW, such as the recent compliance notices issued to Shoalhaven City Council and pioneering frameworks from Glen Innes Severn Council, have left many asking: What exactly are a councillor’s legal duties regarding psychosocial safety?

Most people understand that a business has work health and safety duties. Fewer people realise that certain individuals inside that business hold a separate duty, in their own name, that cannot be handed to anybody else. Those individuals are called officers. On 13 August 2026, SafeWork NSW released an online self-assessment tool and a quick reference guide to help officers understand and test their due diligence. It is a genuinely useful resource and I would encourage or

If you work in WHS, risk, HR or management, you probably know the feeling. You hear that something has changed, someone mentions a new Code of Practice, there is an amendment to legislation or a court decision starts doing the rounds on LinkedIn and suddenly you're wondering whether you've missed something important.

Artificial intelligence and emerging technologies are rapidly changing the way Australian businesses operate. We are using AI to write documents, analyse data, allocate work, schedule workers, monitor performance, identify hazards, assess risk, predict maintenance requirements and increasingly support operational decision-making. At the same time, automation, wearable technology, advanced robotics, digital monitoring systems and algorithmic decision-making are changing how

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.