Addressing psychosocial hazards: new employer duties in 2025
Queensland’s workplace safety rules have expanded beyond physical risks to include psychosocial hazards – issues like workplace stress, bullying and harassment, sexual harassment, poor communication, unrealistic expectations, lack of support and toxic organisational cultures.
Unchecked, these hazards lead to burnout, anxiety, reduced productivity, and rising workers’ compensation claims. Under new legislation, all employers are now legally required to prevent this harm before it occurs.
Positive duty to prevent harm
All Queensland employers now have a positive duty to proactively prevent psychosocial risks, under the Managing the Risk of Psychosocial Hazards at Work Code of Practice 2022 and changes to the Work Health and Safety Regulation 2011.
This means that businesses are no longer just expected to react, they are required to take proactive steps to prevent.
This includes:
Training all staff on respectful behaviour
Implementing effective complaints procedures
Promoting a culture of inclusion and accountability
These obligations apply regardless of business size or workforce type including casual, part-time and seasonal workers commonly employed in horticulture.
Sexual harassment prevention plan – now mandatory
In addition to the broader duty to prevent psychosocial hazards, employers are now specifically required to develop and implement a Sexual Harassment Prevention Plan.
Your plan must:
Clearly define sexual and gender-based harassment in the context of your workplace
Identify risk factors (e.g. isolated work, power imbalances, unclear reporting lines)
Include steps to prevent, respond to, and monitor harassment
Provide clear, accessible complaint procedures
Include training for all workers and leaders
Be regularly reviewed and updated
This requirement stems from reforms aligned with the national Respect@Work framework and applies to all industries.
The role of training: more than a legal obligation
Training is one of the most powerful tools to meet both your positive duty and sexual harassment prevention obligations. Effective training helps your team:
Recognise inappropriate behaviour early
Understand how to report issues
Foster a respectful, safe work culture
Take action now – don’t wait for a complaint
Contact the QFVG HR/IR Support line to find out more about your obligations and access practical solutions to support your business implement these requirements – 07 3620 3844 or email wrteam@qfvg.com.au
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