With new Psychological Health Regulations starting in Victoria on 1 December, psychosocial risk management is now essential for recruitment businesses. Here’s what we covered in our webinar with RCSA, from the legal changes and case law to practical steps you can take to protect your people and your business.

If you’ve been thinking, “We probably need to do something about these new psychosocial risk rules,” you’re not alone. Enforcement is ramping up, here’s what’s changed, why it matters, and how to take confident action.

When a business overpaid workers’ comp, they thought they were doing the right thing, until the costs piled up. Our audit recovered $96,000 and helped them get back on track.

From 1 December 2025, Victorian businesses will face new obligations under the OHS (Psychological Health) Regulations. These rules put workplace stressors, like bullying, high workloads, and toxic cultures, on the same legal footing as physical hazards. Here’s what the changes mean, and how to prepare.

Compliance has a bad rep — all rules, red tape, and headaches. But what if it could actually fuel growth, build trust, and set your business apart? In this post, our Head of Commercial Law flips the script and shows how smart compliance isn’t a burden, it’s a business advantage.

SafeWork NSW's recent sexual harassment compliance blitz has sent a clear message: sexual harassment is now a workplace health and safety (WHS) issue, not just a human resources concern. With improvement notices issued to 16 businesses in the hospitality industry, it's time for all sectors, especially retail and healthcare, to assess their approach. Businesses are now required to strengthen WHS consultation, provide targeted training, and establish effective reporting and investigation systems. Find out what you need to do to ensure your workplace is prepared for this shift in compliance.

When a temp damages a client’s property, who’s liable? If you’re not 100% sure, your agency could be exposed. Temporary staffing brings unique risks that are often misunderstood, by clients and agencies alike. In this post, we break down the key areas where agencies commonly trip up: legal liability, insurance misconceptions, and client expectations. Don’t wait until something goes wrong. Learn how to protect your business before signing your next client agreement.

Watching Mad Men today reveals more than retro fashion, it’s a harsh reminder of how deeply ingrained workplace sexual harassment once was… and in many ways, still is. This post explores the parallels between then and now, and how organisations can take real steps toward prevention, not just reaction.

Are your Terms of Business cobbled together from various sources or borrowed from another agency? That DIY approach may seem harmless, until a dispute arises. In this post, we explore why recruiters relying on ‘cut and paste’ legal documents are exposing themselves to serious compliance and commercial risks, and what to do about it.

When everything’s running smoothly, it’s tempting to think the risk has passed. But that calm is often the result of prevention working exactly as it should. Here’s why it’s crucial to stay vigilant, even when things feel fine.

A recent case shows that job transfers, even if reasonable, can still lead to liability if the new role harms an employee’s health. In Spicer v Tamworth [2025], the court found it wasn’t the transfer itself, but the post-transfer conditions that caused psychological injury, a key lesson for employers managing workplace changes.

At this year’s TalentX, we delivered a session on how businesses can prevent and prepare for mental health claims, because responding after the fact is already too late. With mental health conditions now making up 9% of serious workers' compensation claims, and costs rising fast, it's critical to understand your WHS obligations, address psychosocial hazards early, and equip leaders to respond with clarity and care. Here's what we covered, and why it matters more than ever.

Many recruitment agencies assume they’re off the hook for WHS responsibilities in "margin-only" placements, especially when the host pays the temp directly. But a recent conversation I had with a SafeWork NSW inspector confirms otherwise: agencies are still PCBUs under WHS law, and payment structure doesn’t change that. Here’s what you need to know, and how to respond when clients try to push back.

AI tools can draft legal documents quickly and affordably—but are they truly safe for recruiters to rely on? Discover the benefits and real risks of using AI for contracts, and why expert legal support still matters in the recruitment industry.

After years of collaboration, we’ve merged: Risk Collective and Martin Richardson’s legal practice are now officially one team. This means recruiters can now access a full suite of legal, WHS and compliance support—all under one roof, with a deep understanding of how recruitment really works. Practical, jargon-free and built to help you stay ahead.

We often focus on what goes wrong in WHS—but what happens when things go right? This story from one of our on-hire clients is a reminder of how proactive communication, collaboration, and expert guidance can prevent risk and build confidence across the board.

The Wright v Findex decision is a clear warning to employers: feedback and performance conversations can cause serious harm if not done properly. From aggressive comments to lack of process, what starts as a routine discussion can quickly become a legal liability. This article unpacks the case, the psychosocial risks involved, and how Risk Collective helps employers take a safer, more integrated approach.

Customer aggression is on the rise, creating serious risks for frontline workers and businesses. With traditional training falling short, Risk Collective and Start Beyond have partnered to deliver MINACA VR — Australia’s first immersive VR training solution for managing customer misbehaviour. Learn how this innovative approach is transforming workplace safety across industries.

Upcoming Changes to Workers' Comp in Victoria: What Employers Need to Know
A new Bill introduced in March 2025 could reshape the way Victorian businesses manage return-to-work (RTW) obligations. The Workplace Injury Rehabilitation and Compensation Amendment Bill 2025 proposes mandatory training, paid support, and enforceable obligations for RTW Coordinators — with hefty penalties for non-compliance.

A recent WHS prosecution involving both a host employer and on-hire provider has put the spotlight back on shared responsibilities in labour hire. This case reinforces that duties under WHS law aren’t optional—or transferable.