Meeting the New WHS Expectations: Why Independent Support Services Matter More Than Ever

As of 1 July 2025, SafeWork NSW has become a standalone regulator under the Work Health and Safety Amendment (Standalone Regulator) Act 2025 (NSW). With this change, the regulatory bar has been raised – especially around psychosocial risks and compliance enforcement.

In its first Regulatory Statement, SafeWork NSW made its direction clear: it will take a tougher stance on compliance, with a sharper focus on psychosocial risk management, including sexual harassment, and stronger enforcement action against organisations that fail to act.

So what does this mean for employers in practice?

It means psychosocial safety is no longer just an HR or wellbeing initiative. It’s now a compliance issue, enforceable under WHS law. And organisations will need to demonstrate they have not only identified these risks – but are actively responding to them.

Bridging the Gap Between Policy and Practice

This is where services like Ombpoint can play a critical role.

Ombpoint works with organisations to support early intervention and resolution of workplace issues – particularly those that sit in the psychosocial risk space, such as stress, burnout, bullying, conflict, exclusion, or inappropriate behaviour. These are often the early warning signs that something is going wrong in the culture or interpersonal dynamics of a workplace.

By providing a safe, impartial and confidential space, we help individuals raise concerns early and get practical advice on how to address them – before they escalate into formal complaints, disengagement, psychosocial claim or legal risk.

Here’s how Ombpoint can support compliance with the new WHS focus areas:

• Psychosocial Risk Management

We help employees and managers navigate interpersonal issues that often go unreported but have a significant psychosocial impact. Our service helps surface and respond to issues that might otherwise fly under the radar of formal systems – an essential step in meeting the requirement to manage and control psychosocial hazards.

• Sexual Harassment Prevention

We support organisations in aligning with Respect@Work reforms by providing a low-barrier channel for people to raise concerns about inappropriate or uncomfortable behaviour. Our Advisers offer practical advice on how to respond, where to go, and what options exist – helping to foster a culture where issues are raised early and dealt with seriously.

• Independent Advice for Early Resolution

SafeWork NSW expects timely and decisive action – particularly in larger organisations. Ombpoint helps employees take proactive steps to address concerns early, often resolving matters informally without escalation. This reduces both personal harm and organisational risk.

• Cultural Insights for WHS Leaders

Our anonymised data and trend reporting give leaders visibility over emerging psychosocial risks, helping WHS and People & Culture teams target interventions more effectively and demonstrate due diligence.

Psychosocial risks are no longer optional to address – they’re enforceable under WHS law. Services like Ombpoint offer a practical, human-centred way to meet these new expectations while supporting a safer, more respectful workplace culture.

If your organisation is reassessing how it manages psychosocial risks in light of the new regulator approach, now is the time to consider what support structures you have in place – and whether your people feel safe to speak up before it’s too late.

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