Workplace Mental Health in VictoriaWorkplace Mental Health in Victoria

Employer’s Guide to Supporting Mental Health in Victorian Workplaces

From 1 December 2025, Victorian workplaces are expected to identify and manage psychosocial hazards, which are factors in work design or culture that can contribute to stress or psychological harm.

This guide explains what these hazards look like in practice, why the new regulations are a priority for every business, and how employee-focused wellbeing initiatives can move your team from simple compliance to a culture where mental health is genuinely supported.

The Challenge: Why Action is Needed Now

Workplace stress is increasing across many industries. Employees are often dealing with a combination of pressures, including:

• High workloads
• Unclear roles or responsibilities
• Limited control over how tasks are performed
• Poor support from managers or colleagues
• Exposure to trauma or isolation

When these psychosocial hazards aren’t addressed, they can lead to stress, burnout, absenteeism, and reduced engagement. Impacting both employees and the organisation.

Managing these hazards is now part of what Victorian employers are required to do under the Occupational Health and Safety (Psychological Health) Regulations 2025.

For official guidance, see:

VPS Employer Guide – How to prepare for Victoria’s new Psychological Health Regulations
WorkSafe Victoria – Psychological Health

What Are Psychosocial Hazards?

These are workplace conditions that increase the risk of stress or psychological harm. Common examples identified by WorkSafe include:

Even small changes to address these hazards can have a big impact on employee wellbeing.

What Do Victorian Employers Need to Do?

The 2025 regulations require businesses to take a structured approach to psychological safety. Instead of just reacting when things go wrong, the law expects you to have an ongoing system in place to:

1. Spot the Risks Early: Regularly look for "hazards" like unsustainable workloads or poor manager support before they cause burnout.

2. Prioritise Real Solutions: The "Hierarchy of Control" means you should try to fix the cause of the stress (like better work design) before just offering "coping skills" or training.

3. Collaborate with Your Team: You are required to consult with staff. They are the experts on what is causing them stress and what support they actually need.

4. Check Your Progress: Wellbeing isn't "set and forget." You need to review your initiatives regularly to ensure sure they are actually improving your team's mental health.

Beyond Compliance: Supporting Your Team with Givenwell

Meaningful support delivers far greater impact than "tick-box" initiatives. Our data shows that the most effective wellbeing strategies are employee-led and simple to access.

Givenwell helps Victorian employers demonstrate practical, ongoing action by providing a platform to manage Wellbeing Allowances that functions as a high-level control measure:

• Empowers Choice: Employees choose the support they actually need. Whether it’s fitness, therapy, or mindfulness, addressing the hazard of Low Job Control.
• Boosts Recognition: A dedicated allowance acts as a visible reward, tackling Low Recognition and Reward.
• Guarantees Privacy: Our platform ensures staff can access support without disclosing personal details to their manager, protecting Psychological Safety.
• Provides Actionable Data: Use anonymised utilisation trends to "Review and Revise" your wellbeing strategy as required by law.

Meeting your legal obligations is just the starting point. The real value of a staff investment platform isn’t just in avoiding risk, it’s in unlocking the full potential of your team.

When employees feel empowered to take ownership of their own wellbeing, the shift in workplace culture is measurable. Our partners see a direct correlation between proactive staff investment and high-performance outcomes:

Contact Givenwell today to see how a flexible wellbeing allowance can help your team comply with the 2025 regulations while boosting engagement and retention.

Disclaimer: Informational only; not legal advice. Consult WorkSafe Victoria or a professional for compliance.