Give your leaders the confidence and capability to manage psychosocial risks the right way and build safer, stronger, higher‑performing teams. This energising two‑day program turns the WA and National psychosocial Codes of Practice into clear, practical leadership behaviours that make an immediate difference. Participants learn how to recognise and manage risks such as stress, fatigue, burnout, bullying, harassment, violence, and poor work design before they escalate into costly injuries, performance issues, or regulatory exposure. Through hands‑on activities, real case studies, and guided risk assessment exercises, leaders see exactly what effective psychosocial safety looks like and how to put it into practice every day. They learn how to redesign work, strengthen support systems, and make smarter decisions that reduce harm and lift productivity while meeting their WHS obligations. Every participant leaves with a tailored 90‑day action plan they can implement immediately, along with simple tools to stay calm, grounded and psychologically safe as leaders. The result: a program that not only meets compliance requirements but inspires leaders to build healthier cultures, reduce organisational risk, and create teams that thrive.

MODULE 1 – Psychosocial Safety, the Law & Why It Matters

• Definitions: psychosocial hazards vs psychosocial risk
• Legal duties of PCBUs, officers, managers, workers (WA + national context)
• What constitutes “reasonably practicable” controls
• Why regulators increasingly expect work design controls first
• Examples of reportable psychosocial incidents
• Link between psychosocial safety, culture, leadership, and organisational performance

MODULE 2 – From Wellness to Risk Management

• Mapping psychosocial hazards in your organisation – based on previously acquired data
• How wellness and resilience training fits into a broader risk approach
• When wellbeing strategies help, and when they don’t
• How hazards interact (e.g., high workloads + limited breaks)
• Identifying early warning signs before harm occurs

MODULE 3 – Psychological Safety vs Psychosocial Safety

• Psychological safety as an enabler, not a compliance requirement
• Behavioural skills leaders need to support worker participation
• Encouraging reporting without fear
• Handling sensitive issues: bullying, conflict, mental health concerns

MODULE 4 – How to Identify and Assess Psychosocial Risks

• Using evidence sources: HR data, absenteeism, surveys, exit interviews
• Conducting worker consultations on risk (team discussions, safety reps)
• The psychosocial risk assessment process
• Prioritising risks -severity, frequency, exposure, vulnerability
• Documenting assessments in line with WHS expectations

MODULE 5 – Controls: Eliminating & Minimising Psychosocial Risks

• Work design controls (role clarity, workload management, staffing)
• Organisational controls (supervision, communication systems, rostering)
• Environmental controls (safety measures for remote or isolated work)
• Behavioural & administrative controls (training, policies, reporting systems)
• Supportive controls (EAP, peer support programs, debriefing)
• Avoiding “band‑aid” controls like training-only solutions

Module 6 – Consultation, Documentation, Monitoring & Review

• How to document your psychosocial risk assessment
• Evidence regulators expect to see (consultation notes, risk registers, control effectiveness reviews)
• Setting KPIs and leading indicators (workload metrics, reporting rates)
• Creating governance dashboards for executives and boards
• Building a 90‑day implementation roadmap

Program Inclusions

• Psychosocial hazard register (template)
• Risk assessment tool consistent with WA and National codes
• Controls library (work design, environmental, organisational, support)
• Consultation toolkit (meeting agendas, feedback forms, scripts)
• Due diligence checklist for officers
• 90‑day organisational action plan