Training plays a major role in compliance, capability, and culture, but managing it often becomes complex and time-consuming.

Most organisations juggle multiple providers, inconsistent content, and shifting priorities. This article explores a smarter, fully managed approach to training that frees leaders to focus on what matters.

Psychosocial risks are becoming one of the fastest-growing challenges under WHS law, and training alone won’t solve them. But it can spark the conversations and confidence needed for real cultural change.

In recent psychosocial risk workshops with leaders, we saw significant increases in understanding, confidence, and willingness to talk about hazards. Training didn’t just build knowledge—it revealed where internal processes, leadership capability, and practical tools still need attention.

Effective training is a starting point, not a finish line. It creates shared understanding and opens the door to meaningful action.

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.

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.

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.

A Victorian business has been fined $90,000 after failing to prevent workplace sexual harassment, highlighting the critical importance of having workplace policies and training in place. The case underscores legal and financial risks for employers who neglect their duty of care in managing psychosocial hazards.

A Victorian company director is facing 34 charges under the Occupational Health and Safety Act, accused of bullying, sexually harassing, and directing gendered violence at a female employee. WorkSafe Victoria alleges the director failed to uphold their duty of care by neglecting to take reasonable steps that could have reduced the risk of harm.