What is Psychosocial Risk, and its implications?
A clear, practical guide for leaders in any industry, organisation or venue.
Psychosocial risk refers to the elements of work that influence how people feel mentally, emotionally and socially. It includes the way work is designed, organised, experienced and supported.
In simple terms, it’s the human side of Work Health and Safety, and it plays an important role in creating a steady, confident and well-functioning workplace.
Why this matters for your venue
Across Australia, psychological safety is now recognised as an essential part of Work Health and Safety. The Small Business Association of Australia highlights that workplaces who focus on psychosocial wellbeing create environments where people feel engaged, settled and aligned in their roles.
For clubs, pubs and venues, this supports:
consistent communication
calm, coordinated teamwork
confident service delivery
steady staff engagement
balanced roster cycles
a respectful workplace culture
When psychosocial risk is managed well, your team experiences everyday work with clarity and confidence.
Common psychosocial factors
Safe Work Australia identifies psychosocial hazards such as:
Job demands
Autonomy and decision-making
Support from leaders and peers
Role clarity
Communication pathways
Everyday recognition and feedback
Respectful behaviour and interactions
Work environment and shift patterns
In hospitality settings, these often appear during busy service periods, event preparation, customer interaction, cross-department coordination and roster changes.
Understanding these factors helps create a workplace where people feel supported and secure.
A simple, compliant approach to managing psychosocial risk
At People & Co. Consulting, we use the nationally recognised WHS four-step model. It provides a practical and legally aligned process for all workplaces:
1. Identify
Gather insights into how staff experience their work — through surveys, observations, conversations and workplace data.
2. Assess
Prioritise the factors that have the greatest influence on staff experience and operational flow.
3. Control
Implement clear, supportive measures, such as:
clearer role expectations
strengthened communication pathways
supportive leadership practices
balanced rostering
team and leadership training
refined policies
wellbeing and support structures
These steps help maintain a calm, consistent and emotionally safe environment.
4. Review
Regularly check what’s working well and refine what needs adjustment. This keeps psychosocial safety embedded in everyday operations.
How our 7-step framework fits in
You’ll also see our integrated 7-step framework on the website.
This expands on the WHS model and reflects the full process we use with clients, from identifying hazards to embedding safe systems and supporting teams through change.
It provides a clear, structured roadmap that aligns with WHS expectations and everyday venue operations.
A compliant, people-centred workplace
When psychosocial safety becomes part of your everyday practice, your workplace benefits from steady communication, grounded teamwork and a culture that feels respectful and aligned.
Author: Flerida Milán | Psychosocial Hazard Consultant
**Psychosocial safety is now a recognised part of Work Health and Safety across Australia, and integrating it into daily practice creates a consistent, clear and legally aligned workplace.
When venues approach psychosocial risk with structure and intention, compliance becomes a natural part of operations , steady, transparent and simple to uphold.
This supports an environment where workers feel informed, supported and confident in workplace systems, allowing your organisation to meet its WHS responsibilities with clarity and assurance.
