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.

As NSW rolls out mandatory psychological first aid (PFA) training under its Mental Health and Wellbeing Strategy for First Responders, there’s a clear message: psychosocial support must move beyond crisis lines and pamphlets. This blog explores how recruitment and on-hire businesses — and indeed, any employer — can take practical steps to embed mental health support into everyday operations.

NSW’s new psychological first aid (PFA) mandate underscores the need for businesses to proactively manage psychosocial risks under WHS legislation. This includes identifying hazards, implementing controls like workload planning, and providing support systems. Relying solely on Employee Assistance Programs (EAPs) isn’t enough. Integrating Mental Health First Aid (MHFA) into daily operations offers accessible, peer-led support and helps businesses shift from a reactive approach to one focused on prevention and care.

Victoria is set to introduce dedicated Occupational Health and Safety (Psychological Health) Regulations in December 2025, aligning with national standards. While key administrative proposals have been dropped, employers will still need to manage psychosocial risks systematically. Here’s what’s changing, what remains, and how to get prepared.

In a landmark case, Western Sydney Local Health District is facing WHS charges for exposing workers to psychosocial risks during a mishandled workplace investigation. SafeWork NSW alleges failures in organisational justice and grievance resolution—signalling a growing regulatory focus on how employers manage psychological risks in the workplace.