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Psychosocial Risk: A Proactive Approach
Employers have a legal responsibility to protect their workers by managing
hazards and risks in the workplace. This responsibility has now been specifically
expanded to include psychosocial risks in the workplace as a result of new
national and state/territory legislation and regulation in 2022/2023.
All states and territories have now included psychosocial risk management
requirements in their respective OHS legislation. Employers are now required to
identify and manage psychosocial hazards and risks, just as they would identify
and manage physical hazards and risks. This requires that they:
• Identify any psychosocial hazards and risks;
• Assess all identified hazards and risks to consider their impact on workers;
• Control risks by eliminating and minimising them as much as possible; and
• Review any control measures implemented, to ensure they are effective
hazards and risks in the workplace. This responsibility has now been specifically
expanded to include psychosocial risks in the workplace as a result of new
national and state/territory legislation and regulation in 2022/2023.
All states and territories have now included psychosocial risk management
requirements in their respective OHS legislation. Employers are now required to
identify and manage psychosocial hazards and risks, just as they would identify
and manage physical hazards and risks. This requires that they:
• Identify any psychosocial hazards and risks;
• Assess all identified hazards and risks to consider their impact on workers;
• Control risks by eliminating and minimising them as much as possible; and
• Review any control measures implemented, to ensure they are effective
Different Generations Sam Expectations
Uncertain and changing times are here to stay.
Business owners need to build resilience and capability in their businesses to
survive and flourish. The challenge is that businesses don’t make decisions -
people do. So the key is to unlock the people capability within the business so
better decisions are made and better outcomes are achieved.
Business owners need to build resilience and capability in their businesses to
survive and flourish. The challenge is that businesses don’t make decisions -
people do. So the key is to unlock the people capability within the business so
better decisions are made and better outcomes are achieved.
Standing Tall through Labour Shortages
The labour market has been negatively impacted by COVID-19, but pressures aren't going away any time soon.
Projected employment growth, historically low unemployment, negative net migration and a whole generation of workers leaving the market have put significant strain on Australasian businesses.
Employers will need to reset to cope and flourish in this changing environment. Retaining existing employees, particularly leveraging key employees, is an inexpensive and effective strategy to copy and survive the great labour shortage.
Projected employment growth, historically low unemployment, negative net migration and a whole generation of workers leaving the market have put significant strain on Australasian businesses.
Employers will need to reset to cope and flourish in this changing environment. Retaining existing employees, particularly leveraging key employees, is an inexpensive and effective strategy to copy and survive the great labour shortage.
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