SafeWork NSW Targets Psychosocial Risks: Key Takeaways from the Macquarie University Case
SafeWork NSW has reinforced its commitment to tackling psychosocial hazards in the workplace, sending a strong signal to employers across all industries.
This week, Macquarie University received an improvement notice from the regulator after proposing to cut around 60 roles. The concern? That inadequate consultation processes placed staff at risk of psychological harm.
This comes only weeks after a similar intervention at the University of Technology Sydney (UTS), where SafeWork NSW issued a prohibition notice halting redundancies due to a “serious and imminent risk of psychological harm.”
Together, these actions make one thing abundantly clear: psychological health is now central to Work Health and Safety (WHS) compliance.
Why Every Employer Should Take Note
Psychosocial hazards are no longer viewed as a secondary issue. They are an integral part of workplace health and safety law, and regulators are taking direct action.
SafeWork NSW expects employers to:
Consult meaningfully with workers during restructures, downsizing, and major organisational change.
Identify and manage psychosocial hazards such as job insecurity, workload changes, poor communication, and lack of support.
Integrate psychological health into all WHS risk assessments and change management frameworks.
If large institutions like universities — equipped with dedicated HR and legal teams, can face enforcement action, it underscores that no organisation is immune.
What Employers Should Be Doing Now
Proactive action is the only defensible position. Organisations should:
Audit consultation and communication practices to ensure compliance with both WHS and industrial relations obligations.
Embed psychosocial risk assessments into all change management and restructuring projects.
Upskill leaders and managers to recognise and respond to psychosocial hazards.
Maintain documented evidence of consultation and risk management activities — regulators will request proof.
These measures aren’t just good governance — they’re a safeguard against legal and reputational risk.
How Anzen Supports Organisations
At Anzen Safety & Training, we partner with employers to strengthen their psychosocial risk management capabilities. Our services include:
Conducting gap analyses of consultation and change management practices.
Developing psychosocial risk management plans aligned with WHS legislation and the Code of Practice on Managing Psychosocial Hazards at Work.
Delivering manager training and coaching programs to build confidence in managing psychological risks during change.
Designing consultation frameworks and communication strategies that withstand regulatory scrutiny.
We help you move beyond compliance, towards a culture of trust, transparency, and resilience.
The Bottom Line
The recent Macquarie University and UTS cases mark a turning point. SafeWork NSW is making it clear: managing psychosocial risks is a frontline enforcement priority.
Employers who treat consultation as a “tick-the-box” exercise are exposing themselves to legal consequences and reputational harm.
Now is the time to act; not react. Strengthen your systems, empower your leaders, and safeguard your people.
Take the Next Step
If you’re ready to strengthen your organisation’s approach to psychosocial risk management, we’re here to help.
Call us: 1300 269 361
Email us: info@anzen.com.au
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