Risk Assessment Processes.

admin • December 16, 2024

In any workplace, ensuring the safety and well-being of employees is paramount. One of the most effective ways to achieve this is through a comprehensive risk assessment process. This process helps identify potential hazards, evaluate the risks associated with them, and implement measures to control or eliminate these risks.

This is a continuous and ongoing process, as shown in the diagram above.

Step 1: Identify Hazards

The first step in the risk assessment process is to identify potential hazards in the workplace. Hazards can be anything that may cause harm, such as:

  • Mechanical Hazards: Machinery, equipment or other items that could cause physical or impact harm.
  • Chemical and Biological Hazards: Harmful substances or chemicals, including pathogens.
  • Source of Energy: Such as electricity, heat, noise, light and radiation.
  • Body Stressing or Impact Hazards: Activities which cause stress to the body. For example poor workstation design, repetitive movements, manual handling tasks and slip and trip hazards.
  • Gravity: Activities where a person can fall or an object can fall on people.
  • Psychosocial Hazards: Events, circumstances or systems of work which can lead to psychological illness, including stress, harassment, workplace violence and fatigue.

Step 2: Assess the Risks

Once hazards are identified, the next step is to assess the risks associated with each hazard. This involves evaluating the likelihood of the hazard causing harm and the severity of the potential consequences. Consider the following factors:

  • Frequency of Exposure: How often employees are exposed to the hazard.
  • Duration of Exposure: How long employees are exposed to the hazard.
  • Severity of Potential Harm: The potential impact on health and safety.

It can be useful to use the Likelihood Consequence Table to help with assessing the risks (see below).

Step 2: Implement Control Measures

After assessing the risks, it’s crucial to implement control measures to mitigate or eliminate the risks. Control measures can be categorized into:

  • Elimination: Removing the hazard entirely from the workplace.
  • Substitution: Replacing the hazard with a less dangerous one.
  • Engineering Controls: Isolating people from the hazard through physical changes to the workplace.
  • Administrative Controls: Changing work procedures or policies to reduce exposure to the hazard.
  • Personal Protective Equipment (PPE): Providing employees with protective gear to minimize exposure.

It can be useful to use the Hierarchy of Control diagram to help you during this process (see below).

Remember that you must always use the highest possible level of control possible.

Step 4: Monitor and Review

Risk assessment is not a one-time activity. It’s essential to continuously monitor and review the effectiveness of the control measures. Regularly update the risk assessment to reflect any changes in the workplace, such as new equipment, processes, or personnel. Encourage employees to report new hazards and participate in the risk assessment process.

It is also important to make sure that your new control measure have not inadvertently introduced a new risk or hazard into your work environment.

Documentation

Documenting the risk assessment process is crucial for accountability and compliance. Keep detailed records of identified hazards, risk assessments, and implemented control measures. Communicate the findings and safety measures to all employees to ensure they are aware of the risks and how to protect themselves.

Consultation

Don't forget that at every stage of the risk assessment process, you must consult with the workforce. This is a legal obligation, but it is also extremely useful to the employer, as the workers who are doing the job are in the best position to identify risks and hazards in their own work environment and to find ways to control them too.

By following these steps and principles - organisations can create a safer work environment, reduce the likelihood of incidents and injuries, and promote a culture of safety. Remember, a proactive approach to risk assessment not only protects employees but also enhances productivity and morale.

Employers duties in relation to HSRs

By admin • October 13, 2025
Health and Safety Representatives (HSRs) play a pivotal role in ensuring the well-being of employees in the workplace. Employers have specific legal obligations under the Occupational Health and Safety Act 2004 (OHS Act) to support and collaborate with HSRs. Knowing and understanding these duties are not just about compliance, they are about fostering a culture of safety and mutual respect in the workplace. Who Are HSRs? HSRs are workers elected by their peers to represent their health and safety interests. They act as a bridge between employees and employers, ensuring that safety concerns are raised, addressed, and resolved effectively. Their role is vital in creating a safer, more inclusive workplace. It is important to understand that HSRs are workers who volunteer to represent their co-workers. They have powers under the OHS Act, but they do not have duties. However, the employer does. Here are some of them... Key Employer Duties Toward HSRs Employers in Victoria must actively support HSRs to enable them to perform their roles effectively. Below are the primary duties employers must fulfill: 1.Allowing HSRs to access information. Employers must allow HSRs to access information relating to their Designated Work Group (DWG) relating to: The health and safety of members of their DWG Actual or potential hazards in the workplace Employers are required to share information related to workplace hazards, risks, safety measures and incidents with HSRs. This transparency helps HSRs make informed decisions and advocate for worker safety effectively. 2. Allow HSRs to be present at interviews HSRs must be allowed to represent a member of their DWG (whether an employee or contractor), if the member provides consent. This includes meetings or interviews with the employer, employer's representative or an inspector. 3. Allow HSRs to have time off work with pay The employer must provide paid time for the HSR to Do any work which involves them exercising their powers under The Act Completing any WorkSafe approved training (with 14 days notice) 4. Providing facilities and assistance The employer must enable the HSR to exercise their powers by providing any facilities and assistance required. 5. Allow access of persons providing assistance to HSRs The HSR can request the assistance of any person to resolve and OHS issue and this must be facilitated by the employer, unless they are not considered suitable to assist with OHS matters. 6. Display a written list of HSRs The employer must ensure that a written list of HSRs (and deputy HSRs) is displayed in the workplace where it is readily available to the employees. 7. Facilitating Training Employers must ensure that HSRs are able to access training to perform their role. In Victoria, HSRs are entitled to attend a WorkSafe-approved HSR training course (see: HSR Training Courses | BeSafe | Regional Victoria ) and refresher courses annually. Employers are responsible for: Covering the cost of training Allowing paid leave for HSRs to attend training Allowing HSRs to choose their training provider 7. Allow HSRs to p erform all of their Functions according to their powers under the OHS Act This includes all the powers outlined in our blog on the Powers of HSR's. 8. Consulting with HSRs Employers must consult with HSRs on matters that may affect the health and safety of workers. This includes: Changes to workplace processes, equipment, or systems Development or review of safety policies and procedures Risk assessments and control measures 9. Protecting HSRs from Discrimination HSRs must be able to perform their duties without fear of discrimination or disadvantage. Employers are prohibited from treating HSRs unfavourably because of their role. Why These Duties Matter Fulfilling these obligations is not just about legal compliance, it’s about creating a workplace where safety is prioritised, and workers feel valued. When employers actively support HSRs, they: Reduce workplace injuries and illnesses. Foster trust and collaboration between workers and management. Enhance overall productivity and morale. Penalties for Non-Compliance Failure to meet these duties can result in significant penalties under the OHS Act. Beyond the legal consequences, neglecting HSRs can damage workplace relationships and lead to a decline in safety standards. Conclusion Employers have a critical role in empowering HSRs to champion workplace safety. By meeting their obligations under the OHS Act, employers not only comply with the law but also contribute to a safer, healthier, and more harmonious work environment. Supporting HSRs is an investment in the well-being of your workforce and ultimately, the success of your business. If you’re an employer, take the time to review your practices and ensure you’re meeting your duties toward HSRs. A proactive approach to workplace safety benefits everyone involved.

Victoria's Psychological Health Regulations have landed - and the Compliance Code

By admin • October 10, 2025
The long-awaited Psychosocial Regulations have been released and now form part of the Victorian OHS Regulatory Framework. Accompanying this release is a new Compliance Code for psychological health – and here you will find the practical guidance you need. In the compliance code, there are the details as to how to comply with OHS duties set out by The Occupational Health and Safety Act and its associated regulations. The code sets out: What a psychosocial hazard is and the risk management process How psychosocial hazards affect employees’ health and safety and why workplace safety culture is important How to manage risks associated with psychosocial hazards (ie: the application of the risk management cycle to psychosocial hazards) What to do if there is a report or incident associated with a psychosocial hazard There are a number of appendices which form part of the compliance code, including a guide for how to identify hazards and many examples of psychosocial risks and how they should be controlled. These include: aggression and violence bullying exposure to traumatic events or content gendered violence high job demands low job control low job demands low recognition and reward low role clarity poor environmental conditions poor organisational change management poor organisational justice poor support poor workplace relationships remote or isolated work sexual harassment The code of practice has been a long time coming, but certainly provides a very useful resource for employers, workers and HSRs when they are working to ensure the psychosocial safety of the workplace. The compliance code can be found here: Compliance code: Psychological health | WorkSafe Victoria More resources can be found here: Psychological health | WorkSafe Victoria If you would like to participate in training or would like some advice, please reach out to us at HSR Training and support | BeSafe | Regional Victoria