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.

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.

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.

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.