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End-of-Year WHS: What Every Workplace Should Prioritise

Posted on by Marnie Cruickshank

As the end of the year approaches, many workplaces experience increased pressure, changing schedules, and shifting priorities. While it can be a rewarding time, it also brings a unique set of Work Health and Safety (WHS) risks. The combination of fatigue, staff shortages, festive events, and operational deadlines means safety systems can easily become strained.

To ensure a safe and compliant close to the year—and a strong start to the next—businesses should take a proactive, structured approach to WHS. Here are the key concerns and obligations employers should address during the final months of the year.

Managing Fatigue and Workload Pressures

Why it matters

End-of-year deadlines, increased customer demand, and leave-related staffing gaps often result in longer hours or compressed workloads. Fatigue reduces concentration, slows reaction time, and significantly increases the risk of incidents.

Employer obligations

  • Monitor hours worked and ensure employees take adequate rest breaks
  • Review rosters to avoid excessive overtime or back-to-back shifts
  • Encourage reporting of fatigue-related concerns without stigma
  • Ensure management leads by example in maintaining sustainable workloads

Recommended actions

  • Implement fatigue checks for high-risk roles
  • Communicate clear expectations around workload management
  • Consider temporary staffing to avoid overburdening teams

Seasonal Stress and Mental Health Risks

Why it matters

End-of-year stressors—both professional and personal—can heighten psychological risks. High workloads, performance reviews, financial pressures, and holiday-related stress can impact wellbeing.

Employer obligations

  • Identify and manage psychosocial hazards as part of WHS duties
  • Provide access to mental health support services (e.g., EAP)
  • Foster a culture where psychological safety is prioritised

Recommended actions

  • Check in with staff about workplace pressures
  • Promote wellbeing initiatives and remind staff of support resources
  • Train supervisors to identify signs of stress or burnout

Safety Risks During End-of-Year Shutdowns or Ramp-Ups

Many businesses either slow down significantly or push into high-activity periods depending on the industry. Both come with WHS considerations.

If your workplace shuts down

  • Conduct shutdown inspections: electrical, plant, security, and hazardous substances
  • Develop procedures for safe isolation of equipment
  • Communicate clear shutdown responsibilities and timelines

If operations intensify

  • Reconfirm competency of all staff operating plant or equipment
  • Ensure temporary or seasonal workers receive full WHS inductions
  • Increase supervision in high-risk or high-traffic areas

Safe Celebrations and End-of-Year Events

Why it matters

Work functions—whether onsite or offsite—can introduce WHS risks related to alcohol, travel, behaviour, and environment.

Employer obligations

  • Provide a safe environment and manage foreseeable risks
  • Set clear standards of behaviour aligned with workplace policies
  • Have transport options or safe-travel guidance for attendees

Recommended actions

  • Communicate conduct expectations before events
  • Limit alcohol service and provide food and non-alcoholic options
  • Ensure managers understand their responsibilities during events

Reviewing Incidents, Hazards and Risk Controls

The end of the year is a strategic time to reflect on safety performance and prepare for the year ahead.

Employer obligations

  • Document and investigate all incidents and near misses
  • Review risk assessments for relevance and accuracy
  • Consult workers on what’s working and what needs improvement

Recommended actions

  • Analyse WHS data for trends
  • Update safety procedures and training plans
  • Schedule early-year WHS training refreshers

Ensuring Compliance With Legal and Reporting Requirements

End-of-year periods can distract from mandatory compliance obligations. Businesses should ensure no WHS requirements are overlooked.

Key obligations may include (depending on jurisdiction):

  • Maintaining up-to-date safety documentation and registers
  • Meeting reporting requirements for notifiable incidents
  • Ensuring licenses, permits, and certifications are current
  • Keeping training records complete and accurate

Recommended actions

  • Conduct an internal WHS audit or compliance check
  • Assign responsibility to a dedicated WHS coordinator or manager
  • Set up automated reminders for time-sensitive obligations

Preparing for the New Year

A strong start to the upcoming year depends on planning before the current year ends.

Recommended actions

  • Schedule safety meetings and training for the start of the new year
  • Update WHS objectives and targets
  • Plan maintenance or upgrades during shutdown periods
  • Communicate early about key safety initiatives for the coming year

Conclusion

End-of-year WHS management is not just about compliance—it’s about protecting people during a period known for higher risk. By focusing on fatigue, mental health, safe celebrations, operational changes, and compliance obligations, employers can safeguard their teams and set the stage for a productive and safe new year.

National Safe Work Month 2025

Posted on by Caroline Kingston

Every October, businesses across Australia take part in National Safe Work Month, an initiative led by Safe Work Australia to promote workplace health, safety, and wellbeing. It’s an important opportunity for employers to reflect on their current safety practices, engage employees in meaningful discussions about risk prevention, and strengthen their overall safety culture.

Below are key considerations for employers to focus on during this month—and beyond.

Review and Refresh Work Health and Safety (WHS) Policies

National Safe Work Month is an ideal time to review WHS policies and procedures. Check that all documentation aligns with current legislation, codes of practice, and the specific risks associated with your industry.

  • Are your safety policies up to date with recent regulatory changes?
  • Do they clearly outline responsibilities, reporting mechanisms, and emergency procedures?
  • Are they communicated effectively to all employees?

A brief annual audit can ensure your systems remain compliant and practical.

Reassess Risk Management and Control Measures

Conduct a risk assessment review to ensure all control measures remain effective. Workplaces evolve—new technologies, materials, and processes can introduce new hazards.

Employers should:

  • Revisit existing risk registers.
  • Update safety data sheets (SDS) and signage.
  • Check that personal protective equipment (PPE) is suitable and well maintained.
  • Consult with workers about any emerging risks they’ve noticed.

This proactive approach helps prevent incidents rather than reacting to them.

Reinforce Training and Competency

A strong safety culture depends on knowledge and consistency. National Safe Work Month is a good time to:

  • Review your induction and refresher training programs.
  • Ensure high-risk work licences and first aid certifications are current.
  • Provide targeted toolbox talks or workshops focusing on this year’s safety theme (for example, “Working Together for Safe, Healthy, and Productive Workplaces”).

Well-trained employees are more confident, productive, and less likely to be injured.

Promote Mental Health and Wellbeing

Workplace safety extends beyond physical hazards. Employers should consider how their practices support psychosocial wellbeing, including workload management, bullying prevention, and work-life balance.
Encourage open conversations about mental health, offer Employee Assistance Programs (EAPs), and provide training for leaders to recognise signs of stress and burnout.

Safe Work Australia’s Model Code of Practice: Managing Psychosocial Hazards offers useful guidance for all industries.

Encourage Worker Participation and Consultation

Safety works best when everyone is involved. During National Safe Work Month, employers can strengthen engagement by:

  • Holding safety forums, toolbox talks, or team challenges.
  • Recognising workers who contribute to safer practices.
  • Reviewing consultation mechanisms with Health and Safety Representatives (HSRs) and committees.

When employees feel heard and empowered, safety becomes a shared value rather than a compliance task.

Celebrate Success and Set Future Goals

Finally, use October to acknowledge achievements and set safety goals for the next 12 months.

Highlight improvements—such as reduced incident rates, successful audits, or new wellbeing initiatives—and discuss areas for ongoing development.

Recognition reinforces commitment and motivates continuous improvement.

Final Thoughts

National Safe Work Month is more than a campaign—it’s a reminder that every worker deserves to return home safe and healthy every day. Employers play a central role in making that happen by leading with commitment, consistency, and care.

By reviewing policies, engaging staff, and fostering open communication, businesses can build safer, stronger, and more resilient workplaces all year round.

Let us help you make reviewing your WHS Management System easier by subscribing to our safety management software, Sherm.

With Sherm, Auditing has never been easier to ensure your systems remain compliant.

Conduct Risk Assessments, ensure Training is completed and your workers are Competent, encourage worker participation and promote mental health and wellbeing all within our easy to use software system.

Sherm Software has it all, get in touch today and see for yourself.

Employer Obligations: Travel, Safety, and Pre-Shift Work – What You Need to Know

Posted on by Caroline Kingston

Employers have a legal responsibility to look after their workers, not just while they’re on site, but also when they’re travelling for work or carrying out tasks before their shift officially starts.

Getting these details right is essential for compliance with the Fair Work Act 2009 (Cth), Work Health and Safety (WHS) laws, and state and territory Workers’ Compensation Acts. Let’s unpack what this means in practice for employers and employees.

The Two Core Duties Every Employer Has

No matter the industry or job type, employers have two key obligations when it comes to travel and pre-shift work:

  1. Pay for all hours worked

Employees must be paid for any time they spend performing work-related duties, even if it happens outside rostered hours or before they officially “clock on.”

  1. Ensure health and safety for all work-related activities

Employers have a duty of care to protect workers’ health and safety while they are at work, and that includes time spent travelling as part of their job.

Health and Safety When Travelling for Work

Under the Work Health and Safety Act 2011 (Cth), employers must do everything reasonably practicable to keep workers safe. This doesn’t stop at the worksite gate, it extends to any work-related travel.

Employers should:

  • Provide safe vehicles and equipment.
  • Manage risks such as fatigue, weather conditions, and long driving hours.
  • Offer journey management plans and ensure rest breaks are built into schedules.
  • Have emergency communication and check-in systems for remote or regional travel.

If a worker is travelling between sites or visiting clients, that journey is part of their job, meaning both safety obligations and workers’ compensation coverage apply.

Do You Have to Pay for Travel Time?

Not all travel is created equal in the eyes of the law. Here’s how it breaks down:

Travel Type Paid Time? Covered by WHS / Workers’ Comp? Notes
Ordinary commute (home to regular workplace) No Usually not Normal commuting time isn’t paid or covered
Travel between worksites or to off-site duties Yes Yes Paid as work time and covered for safety and insurance
Collecting work vehicle or tools before shift Yes Yes Counts as pre-shift work
Overnight or interstate travel for work Yes Yes Paid for duties and travel within ordinary working hours

If the travel occurs after the employee has started work or is part of their duties, it must be paid.

Paying for Pre-Shift Work

Pre-shift work is one of the most common compliance blind spots for employers.

Under the Fair Work Act, if an employee performs any work-related activity before or after their rostered hours, and it’s required or expected, that time must be paid.

Examples include:

  • Attending pre-start or toolbox meetings.
  • Logging into computer systems or checking emails before a shift.
  • Setting up tools or workstations.
  • Conducting pre-start vehicle or safety checks.
  • Collecting materials or equipment for the day.

Even short pre-shift tasks count as “time worked” and must be recorded and paid at the appropriate rate (ordinary or overtime).

Failing to pay for this time can lead to Fair Work Ombudsman investigations, back-pay orders, and financial penalties.

Integrating Pay and Safety Obligations

Travel and pre-shift work policies should connect payroll, HR, and safety obligations. Here’s how they fit together:

Area Employer Responsibility Legal Basis
Safety during travel Manage driving and fatigue risks, ensure vehicle safety WHS Act 2011
Payment for work-related travel Pay for travel time when it’s part of duties Fair Work Act 2009
Payment for pre-shift work Pay for all duties performed outside rostered hours Fair Work Act 2009
Workers’ compensation Ensure cover for all work-related travel and duties State/Territory laws
Record keeping Maintain accurate timesheets and records of hours worked Fair Work Regulations 2009

Best Practices for Employers

To stay compliant and fair:

  • Define start and finish times clearly in contracts and policies.
  • Pay for any required work before or after official shifts.
  • Assess travel risks, especially for field staff and remote workers.
  • Keep records of all hours worked and travel time.
  • Maintain vehicles and equipment used for work-related travel.
  • Provide fatigue management training and schedule adequate rest breaks.

Real-World Example

A field technician collects a company ute from the depot at 7:30 a.m., attends a short safety meeting, then drives to the first job site. The rostered start time is 8:00 a.m.

In this case:

  • The pre-start meeting and vehicle checks are paid work.
  • The travel between the depot and job sites is paid time.
  • The employer must ensure the vehicle is safe and insured, allow adequate breaks, and provide workers’ compensation cover during travel.

Final Thoughts

Employer obligations around travel, safety, and pre-shift work go hand in hand. The key takeaway is simple, if a worker is performing duties or travelling as part of their job, that time is work time, and it must be both safe and paid.

By taking a proactive approach to managing travel risks, recording hours accurately, and compensating fairly, employers not only comply with the law but also build trust and protect their workforce.

Implementing Psychosocial Risk Controls: A National Strategy

Posted on by Caroline Kingston

Why a National Approach is Essential

Psychosocial hazards are now recognised in every Australian jurisdiction under WHS laws, with specific Codes of Practice and regulator guidance in place. While terminology and commencement dates vary between states and territories, the core duties are consistent:

  • Identify psychosocial hazards
  • Assess the associated risks
  • Implement effective control measures
  • Review and maintain those controls

A national strategy ensures multi-site organisations apply consistent processes, meet local legal requirements, and maintain a unified safety culture across all operations.

Key Principles for a National Strategy

Embed Psychosocial Risk into Existing WHS Systems

  • Integrate mental health hazard identification into current safety inspections, risk registers, and incident investigations.
  • Use a unified template for psychosocial risk assessments, adaptable to local needs.

Apply the Hierarchy of Controls

  • Prioritise eliminating hazards (e.g., redesigning work to avoid excessive demands).
  • Follow with substitution, engineering, administrative controls, and training — noting PPE is rarely applicable for psychosocial risks.

Use Evidence-Based Frameworks

  • Align controls with regulator-endorsed guidance (e.g., Safe Work Australia and state-specific Codes of Practice).
  • Incorporate recognised models to design safer work.

Build a Reporting and Feedback Culture

  • Provide confidential, accessible channels for workers to raise concerns.
  • Ensure managers are trained to recognise and respond to psychosocial hazards sensitively and constructively.

Monitor, Review, and Improve

  • Collect data from hazard reports, surveys, exit interviews, and absenteeism trends.
  • Review controls at scheduled intervals and after any incident or organisational change.

How SHERM Supports a National Rollout

  • Centralised Risk Management: One platform to log, assess, and control psychosocial hazards across all sites.
  • Custom Templates: Risk assessment forms mapped to each state’s Code of Practice while maintaining a consistent company-wide standard.
  • Training and Compliance Tracking: Automated reminders for mandatory psychosocial hazard awareness training.
  • Incident and Concern Reporting: Mobile and web-based reporting for early intervention.
  • Audit-Ready Evidence: Comprehensive records to satisfy any regulator, in any jurisdiction.

The Payoff

A coordinated national strategy not only ensures compliance in every state and territory, but also:

  • Reduces incidents linked to mental health harm
  • Improves employee engagement and retention
  • Strengthens organisational reputation as a mentally safe workplace

National Psychosocial Risk Control Strategy

A consistent approach to meeting mental health duties across Australia

National Compliance Snapshot

Jurisdiction Primary Legislation Key Psychosocial Duty Current Code of Practice/Guidance Commencement
QLD Work Health and Safety Act 2011 Identify, assess, control, and review psychosocial hazards Managing the Risk of Psychosocial Hazards at Work Code of Practice 2022 1 Apr 2023
NSW Work Health and Safety Act 2011 Manage psychosocial risks as WHS hazards Code of Practice: Managing Psychosocial Hazards at Work (2021) 1 Oct 2022
VIC Occupational Health and Safety Act 2004 Identify, assess and control psychosocial hazards (Regulation 2022) OHS Amendment (Psychological Health) Regulations 1 Sep 2022
WA Work Health and Safety Act 2020 Same duty of care for psychological and physical safety Code of Practice: Psychosocial Hazards in the Workplace (2022) 24 Dec 2022
SA Work Health and Safety Act 2012 Manage psychosocial hazards under general duty Code of Practice: Managing Psychosocial Hazards at Work (SA adopted) 1 Jul 2023
TAS Work Health and Safety Act 2012 Treat psychosocial hazards like other WHS risks Guidance: Psychosocial Hazards in the Workplace Ongoing
NT Work Health and Safety (National Uniform Legislation) Act 2011 Eliminate or minimise psychosocial risks so far as reasonably practicable Code of Practice: Managing Psychosocial Hazards at Work Ongoing
ACT Work Health and Safety Act 2011 Identify and control psychosocial hazards Code of Practice: Managing Psychosocial Hazards at Work Ongoing

National Control Strategies

Core Risk Control Principles (Applies in All States/Territories)

  • Eliminate hazards where possible (e.g., redesign roles to avoid excessive demands).
  • Engineering controls (e.g., improved rostering systems to manage workloads).
  • Administrative controls (e.g., clear policies, fair change management processes).
  • Training and support (e.g., leadership training in psychological safety, staff awareness sessions).
  • Ongoing monitoring (e.g., regular staff surveys, review of absenteeism and turnover data).

Example Risk Controls

  • Workload Management → Monitor workloads, redistribute tasks, and avoid prolonged excessive demands.
  • Clear Role Expectations → Maintain up-to-date job descriptions and ensure they are discussed during performance reviews.
  • Bullying and Harassment Prevention → Implement zero-tolerance policies and accessible reporting procedures.
  • Remote or Isolated Work Safety → Provide regular contact, mental health resources, and technological support.
  • Critical Incident Support → Offer employee assistance programs and structured post-incident debriefs.

National Implementation Tips

  1. Integrate into Existing WHS Systems — Build psychosocial hazard checks into current risk registers, inspections, and incident investigations.
  2. Use a Standardised Risk Assessment Template — Keep the same core format nationally, adjusting for state-specific guidance.
  3. Train Managers and Workers — Ensure leaders can recognise and respond appropriately to psychosocial hazards.
  4. Maintain an Evidence Trail — Record hazard identification, risk assessments, control measures, and review dates for audit readiness.
  5. Review Controls Regularly — Especially after incidents, organisational change, or workforce feedback.

With SHERM, your organisation can meet psychosocial hazard duties in every Australian jurisdiction — with one, consistent, audit-ready system.

Get in touch today and discover more.

Streamline Workplace Safety with Sherm’s ISO 45001 Software

Posted on by Caroline Kingston

Workplace safety is critical to business success, and having the right tools to manage occupational health and safety (OHS) efficiently is essential. Sherm Software offers an advanced ISO 45001-compliant solution that streamlines safety processes, ensuring compliance, reducing risks, and fostering a proactive safety culture.

What is ISO 45001 Software?

ISO 45001 is the international standard for OHS management systems, helping businesses identify risks, control hazards, and maintain compliance with safety regulations. Traditional safety management methods often involve manual documentation and disconnected systems, leading to inefficiencies. Sherm Software simplifies these processes by automating incident reporting, risk assessments, compliance tracking, and audit management.

With a centralised, cloud-based platform, Sherm Software enables organisations to monitor safety performance, track corrective actions, and ensure seamless communication among team members. This proactive approach helps prevent workplace accidents and reinforces a culture of continuous improvement.

Why Choose Sherm Software for ISO 45001 Compliance?

Sherm Software is designed to meet the unique safety needs of businesses, offering a user-friendly platform with key features such as:

The Benefits of Implementing Sherm Software

Investing in Sherm Software brings significant advantages, including:

  • Reduced Workplace Incidents – Proactive hazard identification and risk management prevent accidents, ensuring a safer work environment.
  • Increased Efficiency – Automating OHS processes saves time, reduces administrative burdens, and improves overall productivity.
  • Improved Regulatory Compliance – Businesses remain compliant with ISO 45001 and other legal requirements, reducing risks of penalties and fines.
  • Enhanced Employee Engagement – A user-friendly platform empowers employees to report hazards, participate in safety programs, and stay informed about workplace safety.

How Sherm Software Streamlines Safety Management

Sherm Software centralises all safety data, ensuring that businesses can monitor key performance indicators (KPIs) and safety trends in real time. With built-in analytics and reporting, businesses can make data-driven decisions, optimise safety processes, and demonstrate compliance during audits.

Additionally, Sherm’s cloud-based system allows access from any device, ensuring that safety managers, supervisors, and employees can collaborate seamlessly, regardless of location. Automated workflows eliminate the need for manual record-keeping, reducing human error and ensuring that safety initiatives are executed effectively.

Invest in Workplace Safety Excellence with Sherm

Ensuring workplace safety is not just about compliance—it’s about creating a secure and productive work environment. Sherm Software provides the tools needed to manage safety proactively, reduce risks, and drive operational excellence.

By implementing Sherm’s ISO 45001 software, businesses can stay ahead of regulatory requirements, build a safety-first culture, and enhance overall performance.

Discover how Sherm Software can revolutionise your workplace safety management today!

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