Victoria's Psychological Health Regulations have landed - and the Compliance Code
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
The veterinary profession can be one of the most rewarding careers, but it’s also one of the most emotionally and mentally demanding. Behind the compassion, skill, and dedication lies a reality many outside the industry don’t see: long hours, emotionally charged cases, financial pressures, and the emotional toll of euthanasia and client grief. With Victoria’s new psychological health regulations now in effect (as of December 2025), workplaces must manage psychological risks with the same seriousness as physical hazards. For veterinary practices, this is not just a compliance requirement, it’s a lifeline for the wellbeing of their teams. The Hidden Pressures in Veterinary Work Veterinary professionals may face a multitude of psychosocial hazards, including: Exposure to traumatic events Aggression and violence High job demands and time pressure Low job control Remote or isolated work Poor workplace relationships and minimal support Moral and ethical dilemmas are also a feature of the work as well as the exposure to grief and loss. Thinking of Veterinarians as first responders can help to understand the types of psychosocial hazards which they face. These factors can lead to burnout, compassion fatigue, anxiety, depression, and tragically, higher-than-average suicide rates in the profession. Suicide rates are up to four times higher than the general population, making the industry’s psychological hazards the most common fatal risk in the veterinary workplace. Why BeSafe Victoria’s Training Matters BeSafe Victoria’s psychosocial safety training is a new course designed to help participant’s: Understand the Psychological Health Compliance Code Identify psychosocial hazards Follow a risk management process for psychosocial hazards Implement practical controls Ensure consultation is compliant and effective At BeSafe Victoria, we deliver training designed by WorkSafe for Health and Safety Representatives. However, it is also an excellent course for leaders and teams to ensure the psychological safety of their workplace. In turn, this helps us all to work towards improved psychological outcomes for Veterinarians and the industry more broadly. The Benefits for Veterinary Practices Investing in psychological safety training can: Ensure compliance with the OHS legislation Improve staff retention and team morale Improve the psychological health of veterinary teams Enhance team consultation, collaboration and trust Reduce rates of psychological harm Contact us to find out more about our courses and how we can help you. This may include providing advice on designated work groups, electing HSRs, or delivering training. Please reach out on 0467 002 060 or info@besafevictoria.com.au
Maintaining a safe workplace is a legal and moral obligation. One of the most powerful tools available to workers, specifically Health and Safety Representatives (HSRs), is the Provisional Improvement Notice (PIN) . Used correctly, PINs can quickly resolve safety issues and ensure compliance with the Occupational Health and Safety Act 2004 (Vic) . There have been recent changes made to the PIN notice and we recommend that HSRs now use the new version. Summary of NEW Changes: Part 5 has been modified to include tick boxes for each of OHS Act, OHS regulations or the Psychological Health Regulations to be selected by the HSR Part 6 has been modified to include whether the safety issue is a contravention relating to a physical or psychological hazard What is a PIN? A Provisional Improvement Notice (PIN) is a formal written notice issued by an HSR to address a workplace health and safety issue. It is used when consultation with the employer has failed to resolve a problem. *In Victoria, an HSR can issue a PIN whether or not they have completed an HSR training course. This is different to other jurisdictions. Under Victorian law, an HSR can issue a PIN if they believe, on reasonable grounds, that: A provision of the OHS Act or regulations is being breached, or A breach has occurred and is likely to continue or happen again The purpose of a PIN is simple: To require action to fix a safety problem and prevent harm to workers. It is a legal document which the employer must respond to. Who Can Issue a PIN? Health and Safety Representative (HSR)’s can issue a PIN. *Don’t forget that Victorian HSRs can issue a PIN even if they haven’t yet had the opportunity to get into a 5 Day Initial OHS Training Course. (Although obviously HSRs are best to complete their training as soon as possible so that they can fully understand the OHS Act and their role.) An HSR must: Represent a designated work group (DWG) Have reasonable grounds to believe a breach exists Consult with the employer first before issuing the notice When Should a PIN Be Used? A PIN should be used as a last resort, after attempts to resolve the issue through consultation have failed. An HSR can choose to issue a PIN notice if the duty holder is contravening any provision of the OHS Act or any of the Regulations, or if the duty holder is believed to have been in contravention and it is likely that the contravention will continue or be repeated. But, they must have first consulted with the duty holder. Remember that for immediate or serious risks , a PIN may not be appropriate. In those cases, an HSR can direct work to cease under the Act. How to Issue a PIN 1. Identify the Issue Clearly identify the hazard or breach of the OHS Act or Regulations. 2. Consult with the Employer Before issuing a PIN, the HSR must consult with the employer or the person responsible and give them a chance to fix the problem. Where such consultations are ineffective, the employer refuses to consult and / or the HSR believes that the safety issue will continue, then the HSR may issue a PIN. 3. Complete the PIN It is not compulsory to use the WorkSafe Victoria PIN form, but it does make life easier. You can find it here: Provisional-improvement-notice-form-2026-05.pdf A valid PIN must include: Section 1 – fill out the details of the elected HSR under the OHS act (or the elected deputy HSR if the HSR is unavailable) Section 2 – fill out the details of the duty holder. Most commonly, this will be your employer. Section 3 – tick that you have consulted with your employer or their representative prior to issuing the PIN. It is a good idea to keep a written record of the consultation or attempted consultation. Section 4 – fill out the details of the person (employer representative) to whom you are giving the PIN. Section 5 – fill out which sections of The Act or The Regulations are believed to have been contravened. You can only include one health and safety issue on a PIN notice. If there are more than one, you will need to issue a separate PIN notice for each issue. Tick the box to make clear if the contravention relates to the OHS Act, the OHS Regulations or the Psychological Regulations. Section 6 – provide detail of the contravention. Include the site location ie: the actual area of the workplace where you believe the contravention to be occurring. State whether the PIN relates to a physical or psychological hazard. Section 7 – optional – you may fill out suggestions as to how the safety issue can be fixed if you wish, but this is not required. Section 8 – sign and date the form. Provide a compliance date that is AT LEAST 8 days after the PIN issue date. Make sure the timeframe is reasonable. 4. Issue the Notice The PIN must be delivered to the person you state in Section 4. It can be delivered in person, by post or other formal delivery methods. Don't forget to keep a copy of the PIN for your own records. What Happens After a PIN Is Issued? Once a PIN is issued, the recipient has legal obligations. They must: Bring the notice to the attention of their employer (if the person is an employee). Bring the notice to the attention of persons whose work is affected by the notice, including informing affected workers. Display the PIN in a prominent place in the workplace. Fix the issue by the specified compliance date. Failure to comply is an offence under the OHS Act , and penalties may apply. Can the duty holder dispute the PIN? If the employer (or recipient) disagrees with the PIN, they can contact WorkSafe Victoria and request an inspector review within 7 days of receiving the PIN. If no review is requested within 7 days, the PIN remains legally enforceable. What does an HSR do if the employer does not comply? If the employer has not complied with the PIN within the specified timeframe or if the employer’s intention is not to comply, then the HSR can call WorkSafe Advisory Service and arrange for an inspector to visit the workplace. The inspector can then: Confirm the PIN Modify it Cancel it Support and Advice If you need support and advice on how to issue a PIN, you can contact: WorkSafe Advisory 1800136089 WorkSafe HSR Support Officers HSRSO@worksafe.vic.gov.au Your Union BeSafe Victoria info@besafevictoria.com.au PINs are an important mechanism for preventing injuries and saving lives . They are a powerful and practical tool in Victoria’s workplace safety system. For HSRs, understanding when and how to use a PIN is essential. For employers, knowing how to respond to PINs promptly and effectively is vital. If you need training to understand more, contact us: info@besafevictoria.com.au 0467002060