WHS: How Do Independent Ombuds Help Build Safer Workplaces?

Organisations across Australia are navigating a shifting regulatory landscape — with strengthened WHS regulations and new positive duty obligations under the Sex Discrimination Act. At the same time, workplace culture and employee wellbeing have never been more in the spotlight.

Ombpoint is an Independent Workplace Ombuds Service, we work alongside employers to provide confidential, culturally aware, and impartial support to employees experiencing workplace concerns. We’re not investigators or legal advisers — our role is to complement internal systems, reduce psychosocial risk, and strengthen psychological safety across the organisation.

Here’s how some of our clients are using our service:

Psychological Safety During Formal Processes

A large national employer recently began offering our service to employees involved in formal processes, including workplace investigations and performance management. Their internal teams were finding it increasingly difficult to balance procedural roles with employee care — especially when managing the expectations and wellbeing of complainants, respondents, and witnesses.

Access to Ombpoint meant employees had a confidential and independent place to go for support. The result? A reduction in workers’ compensation claims as a result of these formal processes.

A mining company operating in a remote location received a WHS inspection report highlighting a gap in employee psychological support. The inspector recommended introducing an independent service, noting the increased risk of isolation and limited access to confidential support.

Ombpoint was engaged to provide frontline support to employees and to deliver de-identified trend reporting back to the organisation. The result is a better understanding of systemic issues and a clear, proactive response — all while employees feel heard, supported, and safer.

Embedding Cultural and Neuro-Inclusive Safety

Psychological safety doesn’t mean the same thing to everyone. Employees from First Nations backgrounds, culturally and linguistically diverse communities, or those who are neurodivergent often face additional barriers when trying to raise concerns or seek help.

Our model includes:

Dedicated First Nations advisers – supporting culturally safe conversations for Aboriginal and Torres Strait Islander employees and aligning with the organisation’s RAP commitments and reconciliation focus.

Neurodiversity specialists – helping neurodivergent employees and their leaders navigate strengths-based, inclusive strategies.

Multilingual advisers – providing safety and clarity for employees who want to speak in their first language or need support to be properly understood.