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New Workplace Exposure Limits: What’s Changing and Why It Matters

Posted on by Caroline Kingston

What are Workplace Exposure Limits (WEL)?

Workplace Exposure Limits (WEL) are the maximum concentrations of airborne contaminants (dust, fumes, vapours, gases, mists) that a person can be exposed to in the workplace without suffering serious or long-term harm.

Starting 1 December 2026, WEL will officially replace the current Workplace Exposure Standards (WES) in Australia. While the old WES already served as protective benchmarks, the shift to WEL is more than just a name change — it reinforces that these are limits that must not be exceeded, not simply best-practice standards.

Why the Change?

  1. Better Health Protection – The WES were reviewed against more up-to-date health evidence. Based on this, many exposure limits have been revised. Some have been lowered to reflect newer research, while others have been raised, and a number of previously unlisted substances are now included.
  2. International Alignment – Renaming “standards” to “limits” brings Australian WHS terminology more in line with international practice.
  3. Regulatory Clarity – Calling them limits underscores a stricter compliance requirement: they aren’t aspirational targets but enforceable boundaries.

What Exactly Is Changing?

Safe Work Australia has published a detailed list of WELs showing how each airborne contaminant will be affected. Here are the key types of changes to expect:

  • Adjustments to Existing Limits: Some substances will have lower or higher exposure thresholds.
  • New Substances Added: Certain airborne contaminants not previously subject to a limit will now be regulated.
  • Merged or Split Groups: For example, some chemical groups are being combined, others split to reflect different health impacts or particle behaviours.
  • Removal of Some Limits: There are airborne contaminants known as Non-Threshold Genotoxic Carcinogens (NTGCs). These are substances for which no “safe” exposure level can be reliably established. For those, no WEL will be assigned — so PCBUs must eliminate, substitute, or reduce exposure “as much as reasonably practicable.”
  • Types of Limits: There are three kinds of exposure limits in the WEL:
    • TWA (8-hour time-weighted average) — average exposure over a standard shift.
    • STEL (Short-Term Exposure Limit) — average for a short period, typically 15 minutes.
    • Peak Limitation — the maximum instantaneous exposure allowed, even for very short moments.

What Does This Mean for Employers (PCBUs) and Workers?

For Employers / PCBUs:

  • Risk Assessment – Begin reviewing which airborne contaminants you generate or use. Compare your current exposure data (or planned data) against the new WEL values.
  • Control Measures – Use the hierarchy of controls: try to eliminate or substitute harmful substances first, then use engineering controls (ventilation, isolation), administrative controls, and only then PPE / respiratory protection.
  • Monitoring – Air monitoring may need to be reviewed or redone under the new limits. Consider engaging an occupational hygienist to help design monitoring programs.
  • Training and Consultation – Inform and consult with workers about the coming changes. Review Safety Data Sheets (SDS) and talk through exposure risks and controls.
  • Health Surveillance – Depending on the substances, you may need to introduce or upgrade health monitoring for workers.
  • Regulatory Compliance – Ensure you understand how WEL will be implemented under your jurisdiction’s WHS laws.

For Workers:

  • Know Your Rights – You are entitled to understand the risks in your environment, what airborne contaminants you’re exposed to, and what the new limits will mean for you.
  • Use PPE Properly – If respiratory protective equipment (RPE) is required, make sure you know how to fit and use it correctly.
  • Ask Questions – If you’re unsure about exposure, speak to your safety rep or management. Ask if air monitoring has been done or is planned.
  • Stop Work If Necessary – If you believe exposure levels are unsafe, you can raise this concern.

Challenges and Considerations

  • Non-Threshold Carcinogens: For NTGCs (chemicals where there’s no safe threshold), compliance isn’t about meeting a numerical limit — it’s about eliminating or reducing risk as much as reasonably practicable.
  • Multiple Contaminant Exposure: In practice, workers may be exposed to more than one airborne contaminant. The combined (or interactive) effects may be more harmful than each on its own, so a holistic risk assessment is necessary.
  • Resource Constraints: Especially for small businesses, implementing more rigorous monitoring, bringing in occupational hygienists, or upgrading engineering controls can be a cost and resource challenge.
  • Transition Period Awareness: Until 30 November 2026, the old WES still apply. But businesses should not delay preparation.

Next Steps — How to Prepare

  1. Audit Your Current Exposure
    • List all airborne contaminants in use or generated in your workplace
    • Check current exposure levels (or plan monitoring)
    • Compare with the upcoming WEL values (once published)
  2. Engage Experts
    • Consider hiring an occupational hygienist or WHS consultant
    • Use their expertise to design control measures and exposure monitoring
  3. Update Risk Management Plans
    • Review your WHS risk register and update it for WEL risks
    • Revise safe work method statements (SWMS) or SOPs if needed
  4. Train Your Team
    • Run training on the new limits, on appropriate PPE, and on hazard recognition
    • Encourage consultation with workers — especially those working directly with the contaminants
  5. Health Monitoring
    • Where relevant, implement medical surveillance / health-check programs for workers exposed to airborne contaminants.
  6. Stay Informed
    • Subscribe to Safe Work Australia’s “Exposure Standards” mailing list for updates.
    • Check your regulator’s website for local guidance, as implementation details may vary by state / territory

Conclusion

The move to Workplace Exposure Limits (WEL) marks a major step forward for occupational health in Australia. By tightening and updating exposure thresholds, introducing new substances, and changing the language to reinforce these as non-negotiable limits, the transition strengthens protection for workers against airborne hazards.

But it’s not just a regulatory change — it’s a call to action. Employers need to assess, plan, control, monitor, and train. Workers need to stay informed, engage in safety discussions, and make sure protections are in place.

As we all know, time flies. 1 December 2026 seems far away, but there’s a lot to do prior to the implementation date, so the time to prepare is now.

Sherm Software can be a lifesaving tool for your workers and workplace. Sherm’s Registers module includes the Chemical Register which documents all chemicals used within the business, monitors SDS expiry with notification sent when renewal is required, and retains completed Risk Assessments uploaded as an attachment or Sherm gives you the ability to complete an Electronic Risk Assessment. Workers can access SDS on Sherm’s Mobile App.

Your SWMS’s and SOP’s are maintained in Sherm’s Documentation module making them available to workers at any time using the Mobile App.

Training on new limits, appropriate PPE, and on hazard recognition can be scheduled using Sherm’s Training and Competency module ensuring workers are informed and safe, and your obligations have been met.

Sherm’s People module ensures all Health Information is retained with the workers details where medical surveillance / health-check programs have been implemented, with notification sent when retesting is due.

Get in touch with us today and let Sherm help you.

Work Health and Safety Risk Management Strategies

Posted on by Caroline Kingston

Introduction

Work Health and Safety (WHS) is a fundamental aspect of business operations, ensuring that workplaces remain safe and free from hazards that could cause injury, illness, or death. The WHS framework is governed primarily by the Model Work Health and Safety Act (2011), which has been adopted by most states and territories. This legislation places a legal obligation on businesses and individuals to identify, assess, and manage risks to protect workers and others from harm. Effective WHS risk management strategies are essential for compliance, employee wellbeing, and organisational sustainability.

  1. The Legislative Framework

The Model WHS Act and Regulations, developed by Safe Work Australia, provide a nationally consistent approach to managing workplace health and safety. Key elements include:

  • Primary Duty of Care: Employers, or Persons Conducting a Business or Undertaking (PCBUs), must ensure, as far as reasonably practicable, the health and safety of workers and others affected by their operations.
  • Consultation Requirements: PCBUs must consult with workers and health and safety representatives (HSRs) on matters that affect their health and safety.
  • Due Diligence: Officers (such as company directors) must demonstrate proactive management of WHS risks.

Each state and territory enforces these laws through its own regulatory authority, such as SafeWork NSW, WorkSafe Victoria, and WorkSafe Queensland.

  1. The Risk Management Process

The WHS risk management process follows a systematic approach outlined in the Code of Practice: How to Manage Work Health and Safety Risks. The four key steps are:

Step 1: Identify Hazards

This involves recognising potential sources of harm, such as physical hazards (machinery, noise), chemical hazards (toxic substances), biological hazards (infections), psychosocial hazards (stress, bullying), and ergonomic hazards (poor workstation design). Hazard identification can be done through workplace inspections, incident reports, and worker consultation.

Step 2: Assess Risks

Risk assessment determines the likelihood and consequence of harm occurring. Tools such as risk matrices help organisations prioritise which risks require immediate control. While not always mandatory, formal risk assessment is recommended for complex or high-risk tasks.

Step 3: Control Risks

The hierarchy of control is a key WHS principle used to eliminate or minimise risks. It prioritises control measures as follows:

  1. Elimination – Remove the hazard entirely.
  2. Substitution – Replace the hazard with something safer.
  3. Engineering Controls – Isolate people from the hazard.
  4. Administrative Controls – Change the way people work (e.g., procedures, training).
  5. Personal Protective Equipment (PPE) – Use protective gear as a last resort.

Step 4: Review and Monitor Controls

Risk control measures must be regularly reviewed to ensure they remain effective, particularly after incidents, workplace changes, or the introduction of new equipment or processes.

  1. Key Strategies for Effective WHS Risk Management

To embed WHS risk management within organisational culture, the following strategies are recommended:

  • Leadership and Commitment: Senior management must demonstrate visible commitment to WHS through policies, resources, and active participation.
  • Worker Involvement: Engaging workers in decision-making fosters a safety culture and improves hazard identification and compliance.
  • Training and Education: Ongoing WHS training ensures that workers understand risks and know how to manage them effectively.
  • Incident Reporting and Investigation: A transparent reporting system encourages early identification of hazards and prevents recurrence.
  • Use of Technology: Digital WHS management systems and real-time monitoring tools enhance data collection, risk assessment, and compliance tracking.
  • Continuous Improvement: Organisations should use performance indicators and audit results to improve their WHS systems continuously.

  1. Emerging WHS Challenges

Modern workplaces face new challenges that require adaptive risk management strategies, including:

  • Psychosocial Risks: Managing mental health, workplace stress, and harassment.
  • Remote and Hybrid Work: Ensuring home office safety and ergonomic compliance.
  • Automation and AI: Addressing safety risks linked to human-machine interaction.
  • Climate Change: Mitigating heat stress, air quality issues, and extreme weather impacts on outdoor workers.

Conclusion

Effective Work Health and Safety (WHS) risk management is not only a legal obligation but also a cornerstone of sustainable business practice. By systematically identifying, assessing, controlling, and reviewing workplace risks, organisations can protect their workforce, enhance productivity, and foster a positive safety culture. As the nature of work continues to evolve, businesses must remain proactive, innovative, and compliant in managing health and safety risks for all.

If you are unsure as to what potential risk exposures your organisation may be facing, get in touch with us today. At Safety for Life we provide practical assistance in the development of an effective Risk Management Program and strategies to assist you to minimise your risk exposures.

If you are considering a safety software application for the management of risk, then please consider Sherm. Sherm Software is an essential safety management system for your organisations WHS Risk Management. Worker involvement, training and incident reporting and investigation ensure real-time monitoring is easily achieved. Sherm’s new dashboard performance indicator helps with continuous improvement of your organisations WHS Management System without the need to go searching.

Sherm Software empowers businesses to prioritise safety, achieve compliance, and build a resilient workplace culture. Get in touch today and learn more.

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.

Modifications to Plant and Equipment Guards

Posted on by Caroline Kingston

Modifications to plant and equipment guards should not be made without proper assessment and approval due to several legal, safety, and compliance reasons.

Work Health and Safety (WHS) Regulations

  • Under the Work Health and Safety Act 2011 and associated regulations, employers must ensure that machinery and equipment are safe for use.
  • Modifying guards may create new hazards, making the equipment non-compliant with Safe Work Australia standards.

Manufacturer’s Specifications and Warranty

  • Modifications may void the manufacturer’s warranty and liability coverage.
  • Manufacturers design guards to meet AS/NZS safety standards, and unauthorised changes can compromise their effectiveness.

Risk of Injury and Legal Liability

  • Guards are designed to prevent entanglement, crushing, cutting, and impact injuries.
  • Unauthorised modifications can expose workers to serious injuries, leading to workers’ compensation claims, legal penalties, and prosecution.

Compliance with Australian Standards

  • This standard governs the safety of machinery and requires guards to be designed and installed to prevent operator exposure to hazards.
  • Modifying guards may render the equipment non-compliant, leading to legal consequences and enforcement actions by Safe Work regulators.

Consultation and Risk Management Requirements

  • WHS laws require employers to consult with workers and safety representatives before altering plant and equipment.
  • A formal risk assessment is required before making any changes to safety controls.

Potential for Increased Maintenance Costs and Downtime

  • Unapproved modifications can cause equipment failure, breakdowns, or inefficiencies, increasing downtime and repair costs.

What Should Be Done Instead?

  • If changes to guards are necessary, they should be:
    • Assessed by a qualified engineer or safety professional.
    • Approved by the manufacturer where possible.
    • Tested and documented through a risk assessment process.
    • Compliant with relevant Australian Standards and WHS laws.

Plant and Equipment Emergency Stops

In addition to avoiding unauthorised modifications to plant and equipment guards, it is essential to check the operation and positioning of emergency stops to ensure compliance with safety regulations.

Compliance with WHS Regulations and Australian Standards

  • The Work Health and Safety (WHS) Act 2011 mandates that plant and equipment must have effective emergency stops.
  • AS/NZS 4024.1604 (Emergency Stop Principles) specifies that emergency stops must be:
    • Easily identifiable and accessible.
    • Located in positions where operators can quickly activate them.
    • Designed to override all other controls and stop the machine immediately.

Risk of Delayed Emergency Response

  • Poorly positioned or non-functional emergency stops can delay critical responses, leading to serious injuries or fatalities.
  • Regular checks ensure that emergency stops are operational and within easy reach of workers.

Prevention of Equipment Damage and Downtime

  • A functional emergency stop prevents further mechanical damage to equipment in case of malfunction.
  • Proper positioning helps reduce machine downtime and costly repairs.

Legal and Financial Consequences

  • Failure to ensure emergency stops are functional and correctly positioned may result in Safe Work Australia enforcement actions, penalties, or even prosecution.

Best Practices for Emergency Stop Checks

Visual Inspection – Ensure emergency stop buttons are clearly marked (red with a yellow background) and not obstructed.
Operational Testing – Regularly test emergency stops to confirm they work as intended.
Worker Accessibility – Ensure emergency stops are within easy reach of operators and maintenance personnel.
Training and Awareness – Educate workers on proper emergency stop usage and procedures.

Sherm Software will schedule routine Workplace Inspections to ensure plant and equipment safety guards and emergency stops are regularly tested, while Sherm’s Training and Competency module will leave employers with the peace of mind that their workers have been educated on the importance of proper emergency stop usage and procedures.

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!

Safety Data Sheets

Posted on by Caroline Kingston

Safety Data Sheets (SDS), formerly known as Material Safety Data Sheets (MSDS), provide detailed information about the properties, handling, storage, and risks associated with chemicals or substances. These documents are crucial for workplace safety, as they offer essential guidance on how to safely manage hazardous materials.

Workplaces must review Safety Data Sheets (SDS) regularly to ensure the safety and well-being of their employees, comply with regulations, and manage risks associated with hazardous substances. Here are several reasons why this review is essential:

Legal Compliance

Under the Work Health and Safety Act 2011 (WHS Act) and the Work Health and Safety Regulation 2011 (WHS Regulation), employers are required to ensure the health and safety of their workers. Reviewing SDSs helps ensure compliance with legal obligations concerning the handling, storage, and disposal of hazardous substances.

Updated Information

Safety Data Sheets are frequently updated to reflect new scientific findings, regulatory changes, or product formulations. By reviewing these documents, workplaces can stay informed about any changes to the hazards, risk control measures, and emergency procedures related to substances used in their operations.

Risk Mitigation

SDSs provide crucial information about the physical, chemical, and toxicological properties of substances. Reviewing these documents allows employers to assess risks and implement appropriate control measures (such as ventilation, PPE, or storage procedures) to protect employees from potential hazards.

Health and Safety of Workers

Regular review of SDSs helps ensure that workers are properly informed of potential health risks (e.g., exposure to toxic chemicals, allergens, or carcinogens) and that preventive measures are in place to protect them. This contributes to a safer working environment and reduces the likelihood of accidents, illnesses, or injuries.

Emergency Preparedness

SDSs include information about emergency procedures (such as first aid, fire-fighting measures, and spill response). Regularly reviewing these sheets ensures that workers and emergency response teams are prepared to handle any incidents swiftly and appropriately.

Training and Education

Reviewing SDSs allows workplaces to develop or update training materials and programs for staff, ensuring that they understand how to safely handle hazardous materials. This helps foster a culture of safety and awareness among workers.

Environmental Protection

Some SDSs also contain information about the environmental impact of substances, including their toxicity to aquatic life or potential for soil contamination. By reviewing SDSs, workplaces can implement measures to reduce environmental harm, such as proper waste disposal or spill prevention.

Improved Incident Reporting and Investigation

In the event of an incident or accident, reviewing the relevant SDSs can help identify the cause, assess whether proper safety measures were in place, and guide investigations. This ensures better incident analysis and helps prevent future occurrences.

In summary, reviewing Safety Data Sheets is crucial for maintaining compliance with safety regulations, protecting workers, and minimising environmental impact, all while ensuring that any potential hazards are managed effectively.

Sherm Software’s Registers Module equips organisations with powerful tools to maintain comprehensive, accurate, and up-to-date safety records. Document all chemicals used within the business, filtered by site, department, and hazardous status. Monitor Safety Data Sheet expiry and completed risk assessments, with the option to export a Site-Based Chemical Register. Workers can access Safety Data Sheets using the Mobile App.

Get in touch with us today and learn more about how Sherm Software can make your Work Health and Safety requirements easy.

What are Health and Safety Representatives?

Posted on by Caroline Kingston

Health and Safety Representatives (HSRs)

Health and Safety Representatives (HSRs) are individuals elected by workers in a workplace to represent their interests in matters relating to health, safety, and welfare. Their role is a key part of occupational health and safety (OHS) systems in workplaces where there are legal frameworks in place to ensure worker safety and engagement in safety practices.

Key Responsibilities of HSRs:

  1. Represent Workers: They act as a liaison between workers and management on matters related to health, safety, and welfare.
  2. Identify Hazards: They work with employees to identify potential health and safety risks in the workplace.
  3. Raise Issues: If hazards or safety concerns arise, HSRs can raise these issues with management or relevant authorities to address them.
  4. Participate in Safety Inspections: They may participate in regular workplace safety audits, inspections, and risk assessments.
  5. Promote Safety Culture: HSRs help create a workplace culture that prioritises safety and health, encouraging workers to follow safe practices.
  6. Training and Education: They often help educate and train fellow workers on health and safety protocols and best practices.
  7. Consultation and Investigation: HSRs are consulted about proposed changes to work processes or environments that could impact worker health and safety.

HSRs is defined under workplace health and safety legislation. Workers can elect HSRs, and the employer must consult with them about safety matters. HSRs have certain powers, including the ability to issue provisional improvement notices (PINs) or stop unsafe work if a serious risk to health and safety exists.

WHS Entry Permit Holders

WHS Entry Permit Holders are individuals, usually from trade unions or health and safety organisations, who are authorised to enter a workplace to investigate health and safety issues.

Key Responsibilities of WHS Entry Permit Holders:

  1. Investigate Health and Safety Issues: They can enter workplaces to investigate safety concerns raised by workers or reported issues regarding workplace health and safety.
  2. Inspect Workplaces: They are authorised to inspect work sites to ensure compliance with WHS regulations, looking for potential hazards and unsafe practices.
  3. Issue Notices: WHS Entry Permit Holders can issue notices, such as Provisional Improvement Notices (PINs) or even direct a work stoppage if they believe there is an immediate threat to workers’ health and safety.
  4. Consult with Workers and Employers: They may consult with employees to gather information about hazards and health concerns and then raise these concerns with management.
  5. Advocate for Workers: Often, these individuals represent trade unions or other worker organisations, advocating for better safety practices and conditions.

WHS Entry Permit Holder must hold an official permit ensuring they meet specific qualifications to perform this role. The purpose of WHS Entry Permit Holders is to ensure that workers’ safety is monitored and protected, especially in situations where there may be reluctance from employers to address safety concerns.

Both HSRs and WHS Entry Permit Holder roles are vital to ensuring safe work environments and fostering collaboration between workers, employers, and regulatory bodies in maintaining workplace health and safety standards.

Important changes for HSRs and WHS Entry Permit Holders

On 29 November 2024, important workplace health and safety changes commenced for Queensland’s HSRs and WHS Entry Permit Holders. The following changes have immediate effect:

Ceasing unsafe work

Health and safety representatives are now required to issue notices to cease unsafe work directly to workers, and not to a person conducting a business or undertaking (PCBU).

When directing workers to cease unsafe work, health and safety representatives are still required to:

  • first consult with the PCBU to attempt to resolve the health and safety issue, unless it’s unreasonable to conduct consultation because of the serious and immediate nature of the risk
  • prepare compliant written cease work notices
  • post the notices in a prominent place for all workers to see, and
  • provide a copy of the cease work notice to the PCBU.

Right of entry

WHS entry permit holders inquiring into a suspected contravention will be required to provide at least 24 hours’ notice to exercise their right of entry to a workplace, unless there is an immediate or imminent risk to the health and safety of a worker.

Guidance and support

The Office of Industrial Relations (OIR) will develop material to support Queensland workers and businesses understand these changes, including guidance on use of the amended right of entry requirements.

The first of this guidance will be made available on the WorkSafe website by the end of 2024. OIR will consult with industry and unions in early 2025 to identify any further practical elements of the right of entry requirements that would benefit from more explanation, and this will inform the development of more detailed guidance.

Sherm Software is the perfect tool to assist your HSR to fulfil their responsibilities. With the use of Workplace Inspections, Issues Management, Incident Management and Hazard Reporting Modules, identifying potential health and safety risks in the workplace is easily managed.

End of Year Staff Function

Posted on by Caroline Kingston

It’s that time of the year again

Everyone is ready to let their hair down at your end of year staff function, it’s well deserved of course after working tirelessly throughout the year. Just remember, you owe a duty of care to your workers and other guests at work functions.

Keep it simple with Sherm HSEQ Management System Software

Give your workers a refresher on relevant company policies and procedures prior to your work function, for example Drugs and Alcohol and Sexual Harassment, and remind workers that disciplinary action can be taken for any breaches of these policies and procedures. Sherm Software has all company documentation available at anytime, anywhere to all of your workers so it’s as easy as sending out a notification through Sherm to brush up on company policies and procedures.

Schedule training for workers through Sherm and you can be sure your obligations have been met

Schedule training on company policies for workers through Sherm Software and you will be notified of their attendance, ensuring everybody is aware of their obligations.

Give yourself an end of year bonus and Subscribe to Sherm Software

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