Psychosocial hazards are certain factors that can increase workplace stress and are related to the level of demand within the workplace. The way to reduce psychosocial hazards is by ensuring your workplace has adequate psychosocial safety. Psychosocial safety is a legal requirement, and it means that employers must be actively identifying psychosocial hazards and taking practical steps to eliminate or reduce the risk of psychological harm to their employees. Therefore, if these are not dealt with correctly, they can have a major impact on employee mental health.
Mental health is an ongoing focus in workplaces; due to the risks it poses to workplace productivity and employee wellbeing. According to the Black Dog Institute, workers who have good mental health “are more productive and less likely to take sick leave” (Black Dog Institute, 2026). Mentally healthy workers also contribute to positive workplace culture, retention, and staff motivation.
Furthermore, under the model WHS laws, PCBUs are required to address and manage the risks associated with psychosocial hazards in the workplace. When they are not managed well, they can lead to poor employee mental health. Therefore, there are many reasons as to why mental health should be focused on in the workplace. This blog will discuss what are psychosocial hazards and how they can impact mental health.
What are psychosocial hazards?
Psychosocial hazards in the workplace can be defined as elements that heighten the risk of work-related stress. They are related to workplace demands that can negatively impact an employee’s wellbeing if not properly managed or if sufficient support resources are not provided.
There are many examples of psychosocial hazards, but some include:
- Traumatic events.
- Poor support.
- Job demands.
- Bullying.
- Low job control.
- Aggression.
- Conflict.
- Lack of role clarity.
- Inadequate recognition.
- Poor relationships.
- Harassment.
- Isolated work.
- Poor environment.
How psychosocial hazards impact mental health
Psychosocial hazards, when not managed well, can have both short-term and long-term impacts on mental health.
Some of the short-term impacts include:
- Fatigue.
- Stress.
- Anxiety.
These impacts can be due to a combination of hazards or just singular hazards.
Long-term impacts due to the risks from psychosocial hazards include:
- Psychological injury and harm – this may include anxiety, depression, PTSD and sleep disorders.
- Absenteeism – such as long-term, extended periods of leave. According to data from Safe Work Australia, “the median time lost from Mental health condition serious claims in 2022-23 was almost 5 times the median time lost across all serious claims” (Safe Work Australia, 2025).
- Physical harm – injuries and other forms of illness may form such as musculoskeletal injuries, chronic disease, and fatigue related injuries.
How to identify and manage these hazards
According to Safe Work Australia, “a PCBU must eliminate psychosocial risks, or minimise them so far as is reasonably practicable” (Safe Work Australia, 2026).
To identify psychosocial hazards, PCBUs should:
- Be aware of early warning signs – such as behaviour changes, working longer hours, low energy or motivation, physical appearance changes, and comments made such as “I feel exhausted” or “I feel burnt out”.
- Partake in consultation and risk assessments – utilising services such as these can assist in acting early on any psychosocial hazards. For example, a Psychosocial risk assessment or Psychosocial system gap analysis. This can be assisted by Safety Partners’ psychosocial safety services.
- Emphasise the importance of open communication – these types of conversations should be encouraged amongst employees and employers, as they may help to identify any of those early warning signs stated above.
To manage psychosocial hazards, PCBUs should:
- Implement practical prevention strategies – these could start as simple as reviewing job demands to ensure each employee has a fair workload and enough time to complete their work. This could also include having some clear policies on bullying, harassment and aggression escalation.
- Have supportive leadership and systems – leaders should be trained to recognise and respond accordingly to psychological stress.
- Provide access to mental health supports – engage and promote Employee Assistance Programs (EAPs) and mental health professionals proactively.
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Disclaimer – these articles are provided to supply general safety information to people responsible for OHS in their organisation. They are general in nature and do not substitute for legal and/or professional advice. We always suggest that organisations obtain information specific to their needs. Additional information can be found at https://www.safeworkaustralia.gov.au/