In every workplace, there are visible risks—physical hazards we’re trained to spot and manage. But just beneath the surface are less obvious risks that can be just as harmful: psychosocial risks. These are the stressors that affect how people feel, think, and behave at work—and if left unaddressed, they can silently erode wellbeing, performance, and team culture.

What Are Psychosocial Risks?

Psychosocial risks stem from how work is designed, managed, and experienced. They’re not about individual weakness—they’re about environments that, over time, create chronic stress and emotional strain.

Some examples include:

• Unclear roles or poor communication

• Unrealistic workloads or constant time pressure

• Lack of recognition, feedback, or support

• Team conflict, bullying, or poor interpersonal dynamics

• Low autonomy or limited input into decision-making

• Job insecurity or major organisational change

According to Safe Work Australia’s Code of Practice (2023), managing these risks is not optional—it’s a legal requirement for ensuring a psychologically safe workplace.

Why These Risks Matter

The impact of psychosocial risk isn’t always immediate. But over time, it shows up in real and measurable ways:

• Higher rates of burnout and absenteeism

• Increased staff turnover and low engagement

• Difficulty retaining talent

• Declines in productivity and innovation

• More frequent conflict or HR incidents

Recent data from the 2024 State of the Sector Report (AHRI) shows that employee burnout remains one of the top challenges facing Australian and New Zealand workplaces, with poor leadership, lack of role clarity, and workload pressures cited as key causes.

Psychological Safety: A Leadership Priority

Psychological safety, where team members feel safe to speak up, ask for help, and take risks without fear of judgment, is essential for thriving teams. Leaders play a critical role in creating it.

When employees feel seen, heard, and supported:

• Performance improves

• Trust deepens

• Mental health stabilises

• Creativity and collaboration increase

Creating psychological safety isn’t a one-time action, it’s an ongoing practice of active listening, fair expectations, and genuine care.

Take the First Step

You don’t need to have all the answers. But you do need to be willing to ask the right questions.

If you’re unsure where to start, support is available:

• Speak to a ManagerSupport counsellor about your team’s challenges

• Encourage your team to use EAP services early—not only in crisis

• Start building awareness of the signs of psychosocial stress

• Use check-ins, anonymous pulse surveys, or team feedback tools to listen closely

The strongest teams aren’t those that avoid stress entirely—but those where people feel safe enough to speak up, supported enough to cope, and connected enough to care about each other.

Psychosocial risks may be hidden—but with awareness, action, and support, they don’t have to stay that way.

👉 Reach out today. It’s confidential, non-judgmental, and designed to support you.