Psychosocial Risk Costs Hit $1 Billion Annually

Psychological injury claims in Australian workplaces have reached $1 billion annually, as regulators increase enforcement action on employers failing to adequately manage psychosocial hazards under WHS laws. Related psychological injuries now result in nearly five times longer time off work compared to physical injuries, and claims have increased 161% over the past decade.

WHS regulators are increasingly conducting workplace inspections and issuing fines where psychosocial risks are not properly identified and managed, signalling a clear shift from guidance to active enforcement. Experts emphasise that psychosocial risk management must go beyond policy, requiring:

• Structured identification and monitoring of psychosocial hazards
• Practical implementation through work design and leadership practices
• Consistent, documented risk management systems rather than ad hoc approaches

Research Highlights Risks of “Everyday Sadism” in Workplace Bullying

A recent article examining psychological research into “everyday sadism” has highlighted the importance of recognising repeated cruel, demeaning and aggressive conduct in workplace settings. Drawing on published research, studies on sadism and aggressive behaviour, and further clinical research, the article describes sadism as deriving pleasure or enjoyment from another person’s suffering – a pattern that can manifest in workplaces through persistent bullying, humiliation, intimidation and degrading conduct toward colleagues.

The article also notes that perpetrators of workplace bullying frequently minimise harm, deny wrongdoing or blame targets for the conduct. Researchers warn this can lead employers and managers to underestimate the seriousness of repeated workplace abuse. Key indicators identified in the research include:

• Repeated aggressive or humiliating conduct toward colleagues
• Lack of empathy or minimisation of harm caused
• Conduct that causes foreseeable psychological distress
• Ongoing behaviour occurring beyond periods of workplace stress or pressure

Coroner Criticises Employer Response to Workplace Bullying Complaints

A Victorian coroner has criticised The Good Guys over its handling of workplace bullying complaints made by a former employee before her death in 2021. The findings followed an inquest into the employee’s death after she suffered a serious workplace injury in 2018 while operating a stock-moving vehicle at a Melbourne store. Following the injury, she reported ongoing physical pain, psychological distress, and alleged bullying and isolation from colleagues and managers while on light duties.

The Coroner found that The Good Guys “failed to respond appropriately” to repeated complaints of bullying and criticised shortcomings in the company’s investigation processes and leadership response. The findings stated that the employee “loudly, clearly and repeatedly alleged she was bullied, was not believed and was regarded as difficult.” The findings highlight the significant legal and psychosocial risks arising from failures to appropriately manage workplace injuries, bullying complaints and psychological safety obligations.

Former Woolworths Executive Sues for Bullying

A former senior executive has launched Federal Court proceedings against Woolworths alleging workplace bullying, excessive working hours, adverse action and a culture of favouritism during her eight-year tenure with the company. Key allegations include:

• Regular work hours of 12-14 hours on weekdays, plus weekend work, equating to 70-90 hour weeks during peak periods
• Alleged public belittling by a senior executive during leadership meetings
• Allegations of a significant gender pay disparity compared to a male colleague in a comparable role
• Claims of a “boys’ club” culture and favouritism in recruitment and promotion processes

The employee also alleges she was tasked with coordinating funeral arrangements and family communications following the death of a contractor at a Woolworths facility, with no formal recognition or wellbeing support provided. The claim raises psychosocial risk concerns, including allegations of burnout, mental health deterioration, and admission to a rehabilitation facility in 2024 following prolonged overwork and workplace stress.

Sexual Harassment Still a Critical Issue in Australian Workplaces

New data from the Diversity Council Australia’s 2025-2026 Inclusion@Work Index, based on a survey of 3,000 workers, shows sexual harassment remains widespread, with 18% of employees reporting they experienced harassment in the past 12 months. The report found harassment occurred across a range of behaviours:

• 38% of workers reported comments about physical appearance
• 28% experienced intrusive questions about their private life
• 28% experienced sexually suggestive comments or jokes
• 20% reported inappropriate physical contact
• 16% reported unwelcome touching, hugging or kissing
• 9% reported pressure or requests for sex or sexual acts
• 8% reported sharing or threats to share intimate images

DCA notes that workplace culture plays a central role in prevention, with only 13% of employees in inclusive workplace environments reporting harassment, compared to 28% in non-inclusive cultures. The findings also highlight the importance of “active bystander” approaches, encouraging employees to intervene, support targets, and report inappropriate conduct.

Maximum Damages Awarded in Homophobia and Sexual Harassment Ruling

The NSW Civil and Administrative Tribunal has ordered former One Nation MP Mark Latham to pay $100,000 in compensation to Sydney MP Alex Greenwich for unlawful vilification and sexual harassment based on homosexuality – the maximum compensation available under the legislation. The proceedings arose from a 2023 social media post made by Latham, alongside subsequent comments made to media outlets and online.

NCAT found the conduct was capable of inciting hatred, serious contempt and severe ridicule on the basis of homosexuality, and ordered Latham to remove the material from his website and social media accounts. Importantly, the decision recognised that online platforms can constitute a workplace for politicians, meaning communications published online about colleagues may be subject to sexual harassment laws.

Workplace Romance: Why HR Needs Disclosure, Not Prohibition

A new HR survey shows workplace relationships are widely accepted, with most professionals supporting them where no reporting-line conflict exists – but emphasising the need for proactive HR management to reduce legal and cultural risks. Experts note that the primary risk in workplace relationships is power imbalance, particularly where one party has influence over the other’s pay, promotion or workload, creating potential for coercion, perceived favouritism and workplace conflict.

Recommended HR responses include early disclosure, removal of reporting-line conflicts, clear conduct expectations, and HR oversight of key employment decisions such as promotion and remuneration. The article also highlights that relationship breakdowns can escalate into workplace disruption, harassment complaints and reputational damage.

The Anti-Ageism Paradox and Its Consequences

Australia’s strong legal protections against age discrimination have helped embed anti-ageism into workplace and social policy, particularly benefiting older workers. But a recent article argues this shift has created a cultural reluctance to acknowledge age-related decline in capability across key professions, pointing to sectors such as aviation, medicine and the judiciary. While anti-ageism laws were designed to prevent unfair exclusion, they can also make it harder to manage legitimate performance decline – raising questions about how organisations balance inclusion with performance management obligations.

Emergency Nurses Call for Action on Widespread Workplace Violence

A violent incident at Sydney’s Prince of Wales Hospital has renewed concerns about escalating occupational violence against healthcare workers, with emergency nurses warning the issue reflects a national crisis. Key findings from a 2026 report by the NSW Nurses and Midwives’ Association include:

• 97% of emergency nurses report experiencing occupational violence
• 88% of nurses and midwives reported experiencing occupational violence in the past six months, up from 80% in 2019
• Four in five emergency nurses experienced verbal abuse five or more times within a six-month period
• 64% of emergency nurses experienced physical violence at least five times in six months

The College of Emergency Nursing Australasia and NSW Nurses and Midwives’ Association are calling for coordinated national reforms, including stronger prevention and reporting frameworks, improved emergency department safety measures, increased staffing and enhanced security presence.

Workplace Misconduct Hits Near Seven-Year High as Reporting Confidence Rises

A new HR Acuity report has found workplace misconduct reached a near seven-year high in 2025, alongside increased employee willingness to report incidents. Key findings from the survey include:

• 55% of employees experienced or witnessed workplace misconduct in 2025, up from 41% in 2024
• 78% of employees who experienced or witnessed misconduct reported it
• 75% of reported issues were investigated and resolved
• 90% of employees who reported said their issue was resolved fairly
• 38% of employees experienced more than four distinct issues within a single matter, up 14 percentage points year-on-year

The report also found that employees with access to anonymous reporting lines are twice as likely to report an issue, and that more than half of employees (55%) said they are more likely to recommend their employer if their reported misconduct issue was resolved effectively.