A hazard is anything in the workplace with the potential to cause harm. In physical safety, this might include machinery, chemicals, or slips and trips. In psychological health and safety, hazards are typically organisational factors — the way work is structured, managed, and supported. Examples include unreasonable job demands, poor change management, low recognition, bullying, or lack of role clarity. If not managed well, these factors can create psychosocial risks that may lead to stress, burnout, or psychological injury.
These organisational factors aren’t just “nice to fix”—they’re legally and ethically important to manage. When these factors aren’t addressed, they can lead to increased stress, burnout, or psychological injury among workers.
What Are Psychosocial Risks?
Psychosocial risks are the chances that work-related organisational factors (the way work is designed, managed, and supported) will harm a worker’s mental health, safety, or wellbeing.
A psychosocial risk is the likelihood that hazard will cause harm, and how serious that harm could be.
A hazard is the source of harm (e.g., high workload, bullying, unclear roles).
Examples
Hazard: Bullying or harassment.
Risk: Trauma, depression, staff turnover, or workers’ compensation claims.
Hazard: Unreasonable workload.
Risk: Stress, burnout, or psychological injury.
Hazard: Poor role clarity.
Risk: Anxiety, errors, and conflict between staff.
Organisational (Psychosocial) Factors as Listed by WorkSafe Victoria
According to the Risk Management for Psychosocial Hazards guidance updated on 19 August 2025, the organisational factors that can lead to psychosocial hazards include the following:
Exposure to traumatic or distressing events
Job demands (high or low)
Low job control (limited influence over how work is done)
Poor support (from managers or colleagues)
Low role clarity (unclear duties or expectations)
Poor organisational change management
Inadequate reward and recognition
Poor organisational justice (lack of fairness or transparency)
Violence and aggression
Remote or isolated work
Poor physical or environmental conditions
Bullying, harassment (including sexual harassment)
Conflict or poor workplace relationships