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Safe Work Australia’s Best Practice Review: What The Latest Recommendations Mean For Australian Workplaces

Posted on by Marnie Cruickshank

Australia’s work health and safety (WHS) framework is facing an important opportunity for reform, with Safe Work Australia publishing its Best Practice Review of the model Work Health and Safety laws on 19 October 2026. The review makes 21 recommendations aimed at strengthening worker protections, improving regulatory consistency and ensuring the national WHS framework remains fit for modern workplaces.

For employers, officers, safety professionals and workers, the report is an important signal of the direction of future WHS policy. It reinforces the importance of effective risk management while highlighting areas where Australia’s current approach could be clearer, more consistent and better equipped to address emerging risks.

Why Was The Review Undertaken?

Australia’s model WHS laws were developed to create a nationally consistent framework for workplace safety. The objective is straightforward, workers should receive strong protections regardless of where they work, while businesses operating across state and territory borders should face consistent duties and regulatory expectations.

However, differences between jurisdictions have developed over time. These variations, alongside findings from government reviews and inquiries, prompted WHS ministers to commission a Best Practice Review to identify opportunities to improve the framework while maintaining and strengthening harmonisation.

The review represents the first national review of the model WHS laws since 2018. Its findings are informed by extensive consultation undertaken between September 2025 and March 2026, including more than 1,000 submissions and survey responses and over 100 stakeholder meetings. Participants included employers, unions, regulators, workers, health and safety representatives and other members of the WHS community.

The message emerging from that consultation is significant, there is broad support for harmonisation, but stakeholders want laws that are easier to understand, applied more consistently and responsive to the realities of contemporary work.

The Key Findings: 21 Recommendations For A Stronger WHS Framework

The review sets out 21 recommendations intended to maintain and strengthen harmonisation while addressing gaps in the operation of the model laws. Several themes stand out for organisations preparing for the next phase of WHS reform.

  1. Greater Consistency Across Jurisdictions

A central recommendation is to renew the national commitment to harmonisation and establish clear, transparent processes for managing future variations to the model WHS laws.

The review also recommends a new National Compliance and Enforcement Policy to promote greater consistency and clarity in how WHS requirements are enforced.

  1. Stronger Prevention In High-Risk Industries

The review recommends working directly with high-risk industries and relevant unions to reduce work-related fatalities.

This reinforces the importance of identifying critical risks, implementing effective controls and ensuring that safety systems translate into practical action on the ground.

  1. Better Worker Consultation and Participation

Strengthening consultation, representation and participation arrangements is another key focus.

Employers should view worker consultation as an essential part of effective risk management, rather than simply a procedural requirement. Workers and health and safety representatives can provide valuable insight into hazards, work practices and whether existing controls are effective.

  1. Preparing For Emerging and Evolving Risks

The review recommends national strategies addressing three important areas, artificial intelligence, climate change and harmful workplace behaviours, including work-related violence and harassment.

These areas highlight the need for WHS systems to evolve alongside changing technology, working conditions and the broader understanding of workplace health and safety.

  1. Clearer Guidance and Modernised Regulations

The review also calls for improved WHS knowledge and capability among workers and duty holders, practical industry-based Codes of Practice, and modernised model WHS Regulations.

More accessible, industry-relevant guidance could help organisations better understand their obligations and apply suitable controls to the risks they face.

What Does This Mean For Employers and WHS Professionals?

While the recommendations establish a potential direction for reform, organisations should distinguish between proposed changes to the model laws and requirements that are already legally enforceable.

The publication of the report does not, by itself, mean that all 21 recommendations have become law. The recommendations will progress through Safe Work Australia’s tripartite Member processes, with further consultation and policy development where required. Any legislative changes will depend on the relevant implementation processes in each jurisdiction.

In the meantime, there are several practical steps organisations can take to prepare.

Practical Steps To Take Now

Review Your Current WHS Compliance Arrangements

Confirm that your policies, procedures and risk controls reflect the legislation currently applicable in each jurisdiction where you operate.

Assess High-Consequence Risks

Review critical hazards, incident trends, control effectiveness and any gaps in the management of serious injury and fatality risks.

Strengthen Consultation Processes

Check that workers and health and safety representatives are meaningfully involved in identifying hazards and reviewing control measures.

Review Psychosocial and Emerging Risks

Consider workplace violence and harassment, changing work practices, AI-related impacts and climate-related hazards where relevant.

Monitor Regulatory Developments

Track updates from Safe Work Australia and your state or territory regulator and assess any confirmed changes for their impact on your business.

These steps are useful regardless of the timing of future reforms. They also help organisations demonstrate a proactive approach to identifying hazards, managing risks and reviewing the effectiveness of their WHS systems.

Why Harmonisation Matters For Australian Businesses

Regulatory consistency is particularly important for organisations with operations across multiple states and territories.

Different requirements, regulatory approaches and compliance expectations can increase administrative complexity, create uncertainty and make it harder to maintain consistent safety practices across sites. A more coherent framework could help businesses streamline internal processes while supporting consistent protections for workers.

However, harmonisation should not be viewed solely as a compliance or administrative objective. Its broader purpose is to support effective workplace safety and ensure that workers receive appropriate protections wherever they perform their duties.

For employers, the opportunity is to combine consistent organisational standards with controls tailored to the hazards, activities and operating conditions of each workplace.

Emerging Risks Deserve Greater Attention

One of the most forward-looking aspects of the review is its recognition that workplace hazards continue to evolve.

Three areas warrant particular attention.

Artificial Intelligence and Digital Transformation

As organisations introduce AI-enabled systems and new technologies, they should consider how changes to work design, task allocation, monitoring and decision-making may affect worker health and safety.

Climate Change and Extreme Conditions

Heat, severe weather, changing environmental conditions and emergency events can affect working conditions, particularly for outdoor workers and industries with significant physical or environmental exposures.

Harmful Workplace Behaviours

Work-related violence, harassment and other psychosocial hazards require effective prevention strategies, appropriate reporting mechanisms and management commitment.

The recommendations do not mean that every organisation faces identical risks or that a single control will suit all workplaces. Rather, they reinforce the importance of assessing risks in context and keeping WHS arrangements responsive to changing circumstances.

The Role Of Practical Guidance and Safety Culture

Legislation establishes duties, but the effectiveness of a WHS framework also depends on whether organisations can understand and implement those duties in practice.

The review’s focus on industry-based Codes of Practice and improved WHS capability recognises the value of clear, practical guidance. Different industries face different hazards, and accessible guidance can help translate general legal obligations into workable approaches to risk management.

Organisations should also continue to invest in the capabilities that support effective safety outcomes, including:

  • Training workers and supervisors to recognise and report hazards
  • Ensuring officers understand their due diligence responsibilities
  • Providing workers with meaningful opportunities to contribute to safety decisions
  • Investigating incidents and near misses to identify underlying causes
  • Regularly reviewing whether risk controls remain effective

A strong safety culture is not achieved simply by updating policies. It requires leadership, consultation, accountability and a sustained focus on preventing harm.

What Happens Next?

Safe Work Australia has confirmed that the recommendations will be progressed through its tripartite Member processes, with additional consultation and policy development where needed. This means further work is required before the full implications of the review can be determined.

Businesses should therefore avoid assuming that every recommendation will be adopted in its current form or on a particular timetable. Instead, they should monitor developments and assess confirmed changes against their existing compliance obligations.

For organisations operating across multiple jurisdictions, this monitoring will be especially important. Any changes to model provisions, regulations or Codes of Practice will need to be considered alongside the legislation and guidance applicable in each location.

The review also provides an opportunity for businesses to reflect on whether their current WHS systems are genuinely effective, rather than simply compliant on paper.

Conclusion: Preparing For The Future Of WHS In Australia

Safe Work Australia’s Best Practice Review is an important milestone in the ongoing development of Australia’s WHS framework. Its 21 recommendations seek to strengthen harmonisation, improve enforcement consistency, support better worker participation, reduce work-related fatalities and prepare the framework for emerging hazards.

For employers and WHS professionals, the key takeaway is clear, now is the time to review existing safety arrangements, strengthen risk management practices and prepare for potential regulatory developments.

Although the recommendations are not automatically changes to the law, their direction highlights the continuing importance of practical, proactive and effective workplace health and safety management.

Organisations that invest in these foundations now will be better positioned to respond to future reforms while maintaining their focus on the most important outcome of all, ensuring workers return home safe and healthy.

Further reading: Read the official Best Practice Review report  and Safe Work Australia’s overview of the review and recommendations .

Disclaimer: This article provides general information only and is not legal advice. Organisations should consult the WHS legislation and regulator guidance applicable to their jurisdiction.

Let us help your organisation identify hazards, manage risks and review the effectiveness of your WHS system. Get in touch with us and see how Sherm can help to manage and maintain all of your WHS needs.

When Workers Stop Speaking Up: The Hidden Psychosocial Risk in Workplace Culture

Posted on by Marnie Cruickshank

A new workplace phrase is attracting attention across Australia: “getting disappeared”.

It describes a situation where an employee raises concerns, challenges a decision or becomes perceived as difficult, and then suddenly leaves the organisation, with colleagues receiving little explanation about what happened.

There may, of course, be entirely legitimate and confidential reasons why an employee leaves a workplace. Employers also have obligations to protect personal information and cannot simply disclose the circumstances surrounding an individual’s employment.

The greater risk arises from what the remaining workforce perceives.

When employees repeatedly see people raise concerns and then disappear from the workplace, they may begin to draw their own conclusions.

And that can create a much bigger organisational problem:

People stop speaking up.

Silence Can Become A Safety Risk

A healthy reporting culture is fundamental to effective work health and safety management.

Workers are often the first people to identify emerging hazards, unsafe practices, ineffective controls, unreasonable workloads, interpersonal problems and weaknesses in organisational systems.

If workers believe raising an issue could negatively affect their employment, reputation or career, an organisation may progressively lose one of its most important sources of risk intelligence.

The absence of reported problems does not necessarily mean the absence of problems.

Sometimes it means people have stopped reporting them.

That distinction matters.

Psychological Safety Is Increasingly A Governance Issue

Australian WHS frameworks now place much greater emphasis on identifying and managing psychosocial hazards.

These hazards can arise from the way work is designed, organised and managed, as well as workplace interactions and behaviours.

Poor organisational justice, poor support, inadequate consultation, conflict, bullying, poor change management and ineffective reporting arrangements can all contribute to psychosocial risk.

For organisations, this means workplace culture cannot simply be treated as an annual employee engagement exercise.

It needs to form part of the organisation’s risk management system.

That includes asking practical questions such as:

  • Can workers raise concerns without fear of retaliation?
  • Is there more than one way to report an issue?
  • Are reports acknowledged and investigated?
  • Can actions and decisions be demonstrated afterwards?
  • Are recurring issues being identified?
  • Are managers accountable for closing actions?
  • Are workers informed about outcomes where appropriate?
  • Does leadership receive visibility of emerging trends?

These are management-system questions as much as they are cultural ones.

Reporting A Problem Should Create A Process, Not A Problem For The Person Reporting It

One of the strongest indicators of organisational culture is what happens after someone raises a concern.

Consider two workplaces.

In the first, a worker reports an issue. It is recorded, assessed, assigned to someone, investigated where necessary and followed through to completion. The worker can see that the organisation has responded.

In the second, the concern is raised informally. It moves between emails, conversations and meetings. Responsibility becomes unclear. Nothing appears to happen, or the person raising the concern suddenly finds themselves treated differently.

Even where management believes it has acted appropriately, the experience of the workforce can be very different.

That is why a defensible reporting and action-management process matters.

Poor Organisational Justice Is A Recognised Psychosocial Hazard

Safe Work Australia specifically identifies poor organisational justice as a psychosocial hazard.

Recommended controls include having transparent processes and procedures, providing ways for workers to report concerns or appeal decisions, keeping workers appropriately informed and protecting workers who raise safety concerns from discrimination.

Effective consultation is equally important.

Workers affected by health and safety matters must be given a reasonable opportunity to express their views and raise issues, and those views need to be considered when decisions are made.

For organisations, this moves consultation beyond the occasional toolbox meeting or staff survey.

The objective should be to create a demonstrable feedback loop:

Report → Assess → Act → Communicate → Review

There Is Also An Employment-Law Dimension

Workplace concerns do not exist solely within WHS legislation.

Australia’s Fair Work framework provides general protections relating to workplace rights. Depending on the circumstances, an employee making a complaint or inquiry relating to their employment may be exercising a workplace right.

Corporate whistleblower protections can also apply to eligible disclosures, with protections against certain forms of detriment.

Not every workplace complaint will fall within these protections and not every employee departure following a complaint represents unlawful conduct.

The important governance lesson is simpler:

Organisations should be able to demonstrate that concerns are handled consistently, fairly and through an established process.

The Management-System Test

There is a useful question organisations can ask themselves:

If a worker raised a serious concern today, could we demonstrate six months from now exactly what happened next?

Could the organisation identify:

  • Who received the concern?
  • When was it received?
  • How was the risk assessed?
  • Who was responsible for responding?
  • What actions were assigned?
  • Were those actions completed?
  • Was the worker consulted?
  • Was confidentiality appropriately maintained?
  • Was the effectiveness of the response reviewed?
  • Were similar reports or trends identified?
  • Could senior management see the issue if escalation was warranted?

If the answer depends upon searching someone’s inbox or asking people to remember conversations, there is a governance gap.

This Is Where Digital HSEQ Systems Become Important

A digital HSEQ management system should do more than store policies and forms.

It should create organisational memory.

Within Sherm, organisations can bring together the processes that support effective reporting and governance, including incidents, hazards, issues, inspections, corrective actions, documents, training and competency, audits, registers and reporting.

The objective is not simply digitisation.

It is traceability.

When an issue is raised, organisations need visibility of what happened next: the assessment, responsibility, actions, supporting records, communication and eventual close-out.

That creates a very different organisational environment from one where concerns disappear into email chains or informal conversations.

Importantly, technology cannot create psychological safety by itself.

Leadership behaviour, fairness, consultation and trust remain critical.

But the right system can support those behaviours by making responsibilities visible and creating evidence that concerns are being taken seriously.

From “Speak Up” To “We Acted”

Many organisations tell their workers:

“If you see something, say something.”

The more important question is:

What happens after they do?

A mature safety culture is not demonstrated by how few concerns are reported.

It is demonstrated by whether workers are willing to report them, and whether the organisation can show that those concerns are assessed, managed and closed effectively.

Because when workers believe speaking up achieves nothing, or may place them at risk, reporting decreases.

The hazards do not necessarily disappear with it.

They simply become harder for the organisation to see.

Sherm helps organisations create visibility from reporting through to action and close-out, supporting stronger HSEQ governance, consultation and defensible oversight.

Learn more about how Sherm supports hazard, incident, issue and corrective action management, psychosocial risk governance and workforce consultation.

Consequential Amendments to Seven Queensland Codes of Practice

Posted on by Marnie Cruickshank

Queensland businesses should be aware of important updates to seven Work Health and Safety (WHS) Codes of Practice taking effect from 1 September 2026.

The amendments affect the following Codes of Practice:

  • Managing the risk of psychosocial hazards at work Code of Practice 2022
  • Managing noise and preventing hearing loss at work Code of Practice 2021
  • Safe design of structures Code of Practice 2021
  • How to manage work health and safety risks Code of Practice 2021
  • Confined spaces Code of Practice 2021
  • Managing the work environment and facilities Code of Practice 2021
  • Managing risks of plant in the workplace Code of Practice 2021

WorkSafe Queensland describes these as consequential amendments. They are intended to ensure the Codes remain consistent with changes to Queensland’s WHS legislative framework. The amended Codes commence on 1 September 2026.

What Are Consequential Amendments?

Consequential amendments are changes made to supporting documents, such as Codes of Practice, because the underlying legislation has changed.

Importantly, this does not necessarily mean that every amendment creates a new WHS obligation. Rather, the purpose is generally to ensure that the guidance provided to businesses reflects the current legislation, terminology, processes and requirements.

This distinction is important for businesses reviewing their WHS systems. A Code of Practice is not legislation itself, but an approved Code can be highly relevant to compliance. Codes may be admissible in court proceedings and may be relied upon when determining what is known about a hazard, risk or control and what is reasonably practicable in the circumstances.

1. Managing The Risk Of Psychosocial Hazards At Work

The most significant targeted change is to the Managing the risk of psychosocial hazards at work Code of Practice 2022.

WorkSafe Queensland confirms that the Code has been amended to reflect updated processes and timeframes for dispute and issue resolution, together with amendments relating to sexual harassment provisions. These changes take effect from 1 September 2026.

This is particularly relevant because psychosocial hazards can arise from the way work is designed, organised and managed, as well as workplace interactions and behaviours.

The Code already provides guidance on hazards including:

  • high or low job demands
  • low job control
  • poor support
  • poor organisational change management
  • poor workplace relationships
  • bullying
  • harassment, including sexual harassment
  • violence and aggression
  • remote or isolated work
  • traumatic events.

The updated provisions reinforce the need for businesses to have appropriate mechanisms for responding to concerns, complaints and disputes involving psychosocial hazards.

For employers, this means that it is timely to review not only the psychosocial risk assessment process but also the complaints, issue-resolution and workplace behaviour procedures that support it.

2. Managing Noise And Preventing Hearing Loss At Work

The Managing noise and preventing hearing loss at work Code of Practice 2021 has also been consequentially amended.

The Code provides practical guidance on identifying hazardous noise, assessing exposure and implementing controls to prevent hearing loss. It also addresses audiometric testing, personal protective equipment and the responsibilities of designers, manufacturers, importers, suppliers and installers of plant.

For businesses, the amendment is an important reminder that noise management should not be treated simply as a matter of providing hearing protection.

The Code continues to emphasise the hierarchy of controls and the importance of considering noise at its source. Where workers are required to use hearing protection because their work exceeds the noise exposure standard, specific requirements apply to audiometric testing.

Businesses should therefore take the opportunity to review:

  • noise risk assessments
  • noise monitoring arrangements
  • engineering and other higher-order controls
  • hearing protection programs
  • audiometric testing arrangements
  • worker consultation and training
  • information provided with noisy plant and equipment.

3. Safe Design Of Structures

The Safe design of structures Code of Practice 2021 is another Code affected by the consequential amendments.

Safe design is particularly important because decisions made during the design stage can eliminate or reduce risks long before workers encounter them.

The Code applies to people involved in designing structures and is also relevant to clients, developers, builders and others whose decisions influence design outcomes.

The current Code takes a lifecycle approach to safety. Designers are expected to consider risks associated with construction, use, maintenance, modification and eventual demolition or dismantling.

The Code also recognises that safe design should consider both physical and psychosocial hazards. For example, design decisions may influence workplace violence, worker accommodation, access, environmental conditions and the way work is performed.

For designers and organisations commissioning design work, the amendments provide an opportunity to ensure that WHS considerations are being incorporated into design briefs, design reviews and information transferred between designers, clients and construction teams.

4. How To Manage Work Health And Safety Risks

The How to manage work health and safety risks Code of Practice 2021 is the foundation for the WHS risk-management process.

The Code applies across workplaces and provides guidance on identifying hazards, assessing risks where necessary, controlling risks and reviewing control measures. It also recognises that risks can be physical, psychological or both.

One of the important practical messages is that the risk-management process is not limited to traditional physical hazards.

For example, workplace hazards may arise from:

  • equipment and machinery
  • noise
  • hazardous chemicals
  • manual tasks
  • work design
  • high job demands
  • bullying and harassment
  • violence and aggression
  • workplace interactions and behaviours.

The Code also reinforces the importance of worker consultation and the need to consider psychosocial risks as part of the broader risk-management framework.

Businesses should therefore avoid treating risk assessments as static documents. Risk-management processes should be reviewed when work changes, new equipment is introduced, incidents occur, controls are found to be ineffective or workers identify new hazards.

5. Confined Spaces

The Confined spaces Code of Practice 2021 has also been updated as part of the consequential amendments.

Confined-space work remains a high-risk activity because conditions can change quickly and hazards may not always be obvious. Risks can include oxygen deficiency, airborne contaminants, fire or explosion, engulfment, falls and difficulties associated with rescue.

The Code requires a systematic approach to managing these risks, including identifying hazards, assessing risks where required, eliminating risks where reasonably practicable and implementing effective controls.

The Code also highlights the importance of design. Designers, manufacturers, importers, suppliers, installers and constructors have duties relating to structures or plant that contain, or may become, confined spaces. Where reasonably practicable, the need for entry should be eliminated and the risk of inadvertent entry should be addressed.

Businesses undertaking confined-space work should use the amended Code as an opportunity to review:

  • confined-space registers
  • risk assessments
  • entry permits
  • isolation procedures
  • atmospheric monitoring
  • communication systems
  • emergency and rescue arrangements
  • training and competency
  • consultation with workers and other duty holders.

6. Managing The Work Environment And Facilities

The Managing the work environment and facilities Code of Practice 2021 has also received consequential amendments.

The Code covers the physical work environment and facilities provided to workers, including work areas, lighting, ventilation, toilets, drinking water, dining areas, change rooms, personal storage, remote or isolated work and emergency arrangements.

A key feature of the current Code is its recognition that the work environment can contribute to both physical and psychosocial risks.

For example, workplace design, lighting and visibility can influence the risk of violence, aggression and harassment. Similarly, remote and isolated work can increase exposure to both physical and psychosocial risks.

The Code also contains guidance concerning ventilation and airborne contaminants, reinforcing the need for businesses to consider air quality as part of maintaining a safe work environment.

This makes the updated Code particularly relevant to employers undertaking workplace refurbishments, relocations, facility upgrades or changes to working arrangements.

7. Managing Risks Of Plant In The Workplace

The Managing risks of plant in the workplace Code of Practice 2021 is the final Code included in the consequential amendments.

Plant is a major source of workplace injury, and the Code applies to businesses that manage or control plant as well as those involved in installing, constructing or commissioning plant.

The Code adopts a lifecycle approach, covering matters including:

  • purchasing and hiring plant
  • second-hand plant
  • installation and commissioning
  • operation
  • modifications
  • inspection
  • maintenance and repair
  • storage
  • powered mobile plant
  • decommissioning and disposal
  • guarding
  • operational controls
  • emergency stops
  • warning devices
  • isolation of energy sources.

For businesses, the key message is that plant safety starts well before a machine is switched on. Procurement, design, installation and commissioning decisions can determine the level of risk workers will face throughout the plant’s lifecycle.

The updated Code should therefore be considered when reviewing plant procurement processes, machinery risk assessments, safe operating procedures and maintenance programs.

What Should Queensland Businesses Do Now?

Although these are described as consequential amendments, businesses should not assume that the changes can simply be filed away as administrative updates.

The seven Codes collectively cover many of the systems that underpin a modern WHS management framework.

Businesses should consider undertaking a targeted review before or from 1 September 2026, including:

  1. Review the amended Codes relevant to your business and identify changes to terminology, references and guidance.
  2. Review WHS policies and procedures, particularly psychosocial risk, complaints, issue resolution, consultation and workplace behaviour procedures.
  3. Check risk assessments to ensure they address both physical and psychosocial hazards where relevant.
  4. Review control measures rather than relying solely on administrative controls or PPE.
  5. Check training and competency requirements, particularly for high-risk work such as confined-space entry and plant operation.
  6. Review design and procurement processes so WHS considerations are incorporated before structures, plant or work systems are introduced.
  7. Confirm consultation arrangements with workers and health and safety representatives.
  8. Update internal references to legislation and Codes of Practice so supervisors, managers and workers are working from current information.
  9. Check contractor and supplier arrangements, particularly where multiple duty holders share responsibility for plant, structures, confined spaces or workplaces.
  10. Keep evidence of the review. Documenting what was reviewed, who was consulted and what actions were taken can help demonstrate that the business is actively managing its WHS obligations.

The Bigger Picture

The amendments demonstrate an important feature of Australia’s WHS framework: safety obligations do not operate in isolation.

Psychosocial health, workplace design, plant safety, confined-space work, noise, workplace facilities and general risk management can overlap considerably. A single activity may involve several of these Codes at the same time.

For example, a new manufacturing facility could involve safe design of structures, plant risk management, hazardous noise, workplace facilities and psychosocial hazards arising from work design. Similarly, confined-space work may involve plant isolation, atmospheric hazards, emergency response and psychosocial risks.

The most effective approach is therefore not to treat each Code as a standalone compliance exercise. Instead, businesses should integrate the updated Codes into their broader WHS management system.

Conclusion

From 1 September 2026, Queensland businesses will need to work with consequentially amended versions of seven important Codes of Practice covering psychosocial hazards, noise, safe design, risk management, confined spaces, workplace environments and facilities, and plant.

The changes are designed to keep the Codes aligned with Queensland’s current WHS legislative framework. In particular, businesses should take note of the updated processes and timeframes for dispute and issue resolution and the amended sexual-harassment provisions within the psychosocial hazards Code.

For duty holders, the practical response should be more than simply downloading the new documents. The commencement date provides a useful trigger to review WHS systems, risk assessments, consultation arrangements, procedures, training and controls and ensure that workplace practices continue to reflect current Queensland requirements.

Important: This article provides general information only and is not legal advice. Approved Codes of Practice and WHS legislation can have different application depending on the circumstances. Businesses should refer to the current Queensland legislation and WorkSafe Queensland guidance when determining their specific obligations.

Sherm Software equips organisations with powerful tools to maintain comprehensive, accurate and up to date records. With Sherm Software’s Registers module, you can maintain records of all relevant legislation affecting business operations, linking to the regulators’ site and monitoring through Workplace Inspections Management.

By centralising data, automating workflows and ensuring compliance, Sherm Software enhances safety management, boosts regulatory compliance and fosters continuous improvement in workplace safety practices.

Get in touch with us today and learn more.

Safe Work Australia Launches New Hazardous Chemical Information System (HCIS)

Posted on by Marnie Cruickshank

Safe Work Australia has published a new Hazardous Chemical Information System (HCIS), giving Australian businesses and workers a refreshed way to access information about hazardous chemicals and prepare for the introduction of new workplace exposure limits (WELs) on 1 December 2026.

The new HCIS was published on 4 August 2026 and represents a significant update to one of Australia’s key online resources for chemical hazard information.

What Is The HCIS?

The Hazardous Chemical Information System is an online guidance tool developed by Safe Work Australia to help manufacturers, importers, employers and users find information about hazardous chemicals.

The system provides information relating to the Globally Harmonized System of Classification and Labelling of Chemicals (GHS), including hazard classifications, hazard statements, pictograms and other information relevant to chemical classification and communication.

It can also help manufacturers and importers determine whether a product is a hazardous chemical and, where applicable, support the classification, labelling and preparation of safety data sheets (SDS) under the GHS and model WHS Regulations. Employers and other chemical users can use the system to cross-check information appearing on labels and SDS.

What Is New In The 2026 HCIS?

The new system has been redesigned to make chemical information easier to find and use.

  1. A Refreshed User Interface

The HCIS has a modernised interface intended to make navigation and searching more straightforward.

For businesses that regularly need to check chemical classifications, a simpler interface can reduce the time spent searching through separate pages or sources of information.

  1. GHS and WEL Information In One Place

One of the most important changes is the introduction of a single search function that brings together relevant chemical information.

GHS classification information and workplace exposure limit data can now be displayed together on the same page.

This is particularly relevant as Australia moves from the existing Workplace Exposure Standards (WES) to the new Workplace Exposure Limits (WEL) framework.

  1. Mobile and Tablet Compatibility

The new HCIS has also been designed to work across different devices, including mobile phones and tablets.

This should make it more practical for safety professionals, supervisors and workers who need to access chemical information away from a desktop computer.

  1. Updated Classification Information

As part of the upgrade, Safe Work Australia has updated GHS classification data from the European Chemicals Agency (ECHA) and the Australian Industrial Chemicals Introduction Scheme (AICIS).

This is important because chemical classification information can change as new scientific information becomes available or authoritative classification sources are updated.

Why The New HCIS Matters

For businesses managing hazardous chemicals, the HCIS is more than simply a searchable database. It can be a useful part of the process of identifying chemical hazards and checking whether information used in the workplace is current and consistent.

Under Australia’s WHS framework, manufacturers and importers are responsible for determining whether their products are hazardous chemicals and, where required, correctly classifying them. The resulting information is used to prepare labels and SDSs.

The HCIS can therefore provide a valuable reference point when reviewing chemical inventories, SDSs, labels and risk controls.

However, Safe Work Australia emphasises that the HCIS is a guidance tool, rather than a comprehensive register of every hazardous chemical. The classification information should not be treated as a substitute for the manufacturer’s or importer’s legal responsibilities or for professional advice where classification is uncertain.

The Connection With Australia’s New Workplace Exposure Limits

The timing of the new HCIS is significant.

Australia is transitioning from Workplace Exposure Standards (WES) for airborne contaminants to Workplace Exposure Limits (WEL). The new WEL framework takes effect from 1 December 2026. Until 30 November 2026, workplaces must continue to comply with the existing WES requirements.

The new HCIS has been specifically designed to support this transition by bringing chemical classification information and exposure-limit information together.

The WEL changes include revised exposure-limit values and changes to how some chemicals and health risks are represented. There are also changes to advisory notations, including the introduction of separate dermal and respiratory sensitisation notations and an ototoxicity notation.

Safe Work Australia has also identified 33 chemicals that will be removed from the WEL list because they are recognised as non-threshold genotoxic carcinogens. From 1 December 2026, these chemicals will no longer have exposure limits; instead, PCBUs will need to eliminate them where reasonably practicable, substitute them where possible, or otherwise minimise the risk.

This makes it particularly important for businesses to review their chemical management arrangements before the December 2026 transition.

What Should Businesses Do Now?

The release of the new HCIS is a good opportunity for businesses to review their existing chemical information and systems.

Consider taking the following steps:

Review Your Chemical Inventory

Identify the hazardous chemicals currently used, stored or generated in your workplace and confirm that you have current SDSs and labels for them.

Check Chemical Classifications

Use the new HCIS to review relevant GHS classification information and compare it with the information in your SDSs and labels.

Review Exposure Limits

Identify chemicals in your workplace that are subject to exposure limits and determine whether the transition from WES to WEL will affect your existing controls, exposure monitoring or risk assessments.

Review High-Risk Chemicals

Pay particular attention to carcinogens, sensitising chemicals and substances with revised exposure limits or advisory notations.

Update Risk Assessments and Control Measures

Where exposure limits are changing, consider whether existing engineering controls, ventilation, work practices, personal protective equipment and air-monitoring programs remain adequate.

Prepare For 1 December 2026

Do not wait until the new WELs commence. Businesses should allow enough time to understand the changes and implement any necessary controls.

A Useful Tool, But Not The Only Source

It is important to understand what the HCIS can and cannot tell you.

The system contains classification information from authoritative sources, but not every chemical will necessarily have been assessed against every GHS hazard category. Safe Work Australia also notes that classifications can change and that the HCIS should be treated as guidance.

Similarly, finding a chemical in the HCIS, or failing to find one, should not be treated as the sole basis for deciding whether a product is hazardous.

Businesses should consider the HCIS alongside the product’s current SDS, supplier information, relevant WHS legislation, applicable codes of practice and other authoritative chemical information.

What About The Old HCIS?

The launch of the new HCIS does not mean the existing WES requirements have already changed.

Safe Work Australia states that the current WES requirements remain in place until the WELs commence on 1 December 2026. Information relating to the current WES can still be accessed through Safe Work Australia’s website and the previous version of HCIS.

This distinction is important for businesses currently updating their chemical registers and procedures: the new HCIS is available now, but the new WEL obligations do not commence until 1 December 2026.

A Timely Update For Chemical Safety Management

The new HCIS is a welcome development for Australian businesses that need practical access to chemical hazard information.

Its redesigned interface, consolidated search functionality and combination of GHS and exposure-limit information should make it easier for duty holders to investigate chemical hazards and prepare for the upcoming WEL transition.

For businesses, the most important takeaway is that the new HCIS should be incorporated into a broader chemical management review, particularly as 1 December 2026 approaches.

With the transition to WELs only months away, now is a good time to review your chemical inventory, check SDSs and labels, revisit exposure controls and make sure your workplace is prepared for the new requirements.

For the latest information, visit Safe Work Australia’s new Hazardous Chemical Information System and its guidance on Workplace exposure limits for airborne contaminants.

Sherm Software’s Chemical Register is the ideal tool to keep track of chemicals used within your business, while ensuring SDS’s are current. Notifications are sent straight to you when updates are required. Get in touch with us and see what a difference Sherm can make.

Why Australian Businesses Need to Review Their Standards Regularly

Posted on by Marnie Cruickshank

Australian businesses operate in an environment shaped by legislation, regulations, industry codes, Australian Standards, workplace requirements and customer expectations. While not every standard is legally mandatory, standards can play an important role in helping businesses operate safely, consistently and professionally.

The challenge is that standards do not remain static. They can be revised, replaced or referenced by legislation and regulations. A standard that was appropriate when a business procedure was written several years ago may no longer reflect current requirements.

For this reason, businesses should regularly review the standards referenced in their policies, procedures, work instructions and other controlled documents.

What Are Australian Standards?

Australian Standards are documents that provide specifications, procedures, guidelines or other information intended to promote safety, consistency, reliability and quality.

Standards Australia explains that standards can cover a wide range of areas, including construction, consumer products and services, energy, water, environment and other sectors. Standards may be Australian Standards (AS), Australian/New Zealand Standards (AS/NZS), or adopted international standards.

An important point for businesses is that an Australian Standard is not automatically law.

Standards are generally voluntary. However, Australian, state and territory governments can reference standards in legislation and regulations. When a standard is incorporated into legislation, regulatory requirements or other legally enforceable arrangements, compliance may become mandatory.

Businesses may also encounter mandatory industry codes, codes of practice, product safety requirements and other regulatory obligations that operate alongside standards.

Common Types Of Standards Businesses May Encounter

The standards relevant to a business depend heavily on its industry and activities.

For example, a business may need to consider standards relating to:

  • Workplace health and safety
  • Electrical work and equipment
  • Building and construction
  • Fire protection and emergency systems
  • Machinery and equipment
  • Personal protective equipment
  • Quality management
  • Environmental management
  • Information security
  • Food safety
  • Accessibility
  • Product design and safety
  • Testing and inspection
  • Installation and maintenance
  • Risk management
  • Competency and training
  • Documentation and record keeping

A business may also have contractual obligations to follow particular standards. A customer, principal contractor, insurer, certification body or tender specification may require work to be performed in accordance with a particular standard.

This means a business should look beyond legislation alone when identifying the requirements that apply to its operations.

Why Should Businesses Review Their Documented Standards?

One of the most common problems in business documentation is the “set and forget” standard.

A procedure may state:

“All inspections must be completed in accordance with AS XXXX:2018.”

But what happens if that standard has since been revised or superseded?

The procedure may continue to circulate internally, staff may continue following it, and the business may believe it is working to the appropriate requirement, when in fact its documented process is based on an outdated publication.

Regular review helps prevent this situation.

  1. Standards can change

Standards Australia regularly reviews standards to ensure they remain relevant as technology, industry practices and community expectations change.

A revised standard may introduce:

  • New safety requirements
  • Different testing methods
  • Updated terminology
  • New equipment requirements
  • Changed inspection intervals
  • Additional documentation requirements
  • Revised technical specifications
  • New responsibilities for workers or businesses

If an internal procedure continues to reference an old edition, there is a risk that the business’s documented process no longer reflects current industry requirements.

  1. Regulations can change

A standard may also become more significant because legislation or regulation changes.

Government agencies can reference standards in legislation. In those circumstances, a standard that was previously voluntary may become relevant to a legal compliance obligation.

Businesses should therefore consider standards as part of their broader compliance monitoring process rather than treating them as static technical documents.

  1. Your business may have changed

Even when a standard has not changed, the business may have.

Consider whether your organisation has:

  • Introduced new equipment
  • Changed suppliers
  • Expanded into another state or territory
  • Started offering new services
  • Changed its workplace or premises
  • Introduced new technology
  • Taken on new types of customers
  • Changed its processes
  • Outsourced activities
  • Started working on larger projects

These changes can introduce new standards and compliance requirements.

A standards review should therefore ask two questions:

“Has the standard changed?”

and

“Has our business changed?”

Both are important.

Standards Should Be Controlled Within Your Business

If your organisation maintains policies, procedures, work instructions, forms or manuals, standards referenced by those documents should be treated as controlled information.

A simple standards register can be extremely useful.

The register does not need to be complicated. Its purpose is to give the business visibility over the standards and requirements that underpin its operations.

What Should A Standards Review Include?

A practical review can include the following steps.

Step 1: Identify every standard you currently reference

Search your policies, procedures, manuals, forms, contracts, specifications and work instructions.

Look for references such as:

  • AS XXXX
  • AS/NZS XXXX
  • ISO XXXX
  • IEC XXXX
  • “current Australian Standard”
  • “relevant standard”
  • “applicable code”
  • “industry standard”

Create a central register of everything you find.

Step 2: Confirm the standard is still current

Check the official source to determine whether the publication is:

  • Current
  • Superseded
  • Withdrawn
  • Amended
  • Under revision
  • Replaced by another standard

Do not assume that the year shown in an internal procedure is still the current edition.

Step 3: Check whether the standard is legally relevant

Determine whether the standard is referenced by:

  • Commonwealth legislation
  • State or territory legislation
  • Regulations
  • Mandatory industry codes
  • Product safety requirements
  • Licencing conditions
  • Contracts
  • Project specifications
  • Certification requirements

This distinction is important because the legal status of a standard depends on how it is referenced and applied.

Step 4: Compare the new requirements with your procedures

If a standard has changed, ask:

Does our current process still meet the requirements?

This may require reviewing equipment, training, forms, inspection methods, records, responsibilities and work practices.

Step 5: Update your documentation

Where necessary, update the relevant:

  • Policies
  • Procedures
  • Work instructions
  • Forms
  • Checklists
  • Training material
  • Risk assessments
  • Registers
  • Contracts
  • Technical specifications

Make sure obsolete versions are removed or clearly identified so employees do not accidentally use them.

Step 6: Communicate the changes

Updating a document is only part of the process.

Employees who rely on the procedure need to understand what has changed and what they are now expected to do.

Business.gov.au recommends documenting policies, processes and procedures, making them accessible to staff, providing relevant training and regularly reviewing processes and procedures.

Make Standards Review Part Of Your Management System

Standards review should not be an activity that happens only when an auditor arrives.

A better approach is to incorporate it into the business’s normal management system.

For example, a business could establish an annual review process that asks:

  1. What standards do we rely on?
  2. Are they still current?
  3. Have any amendments or replacements been published?
  4. Are any of these standards referenced by legislation or regulations?
  5. Have our products, services or processes changed?
  6. Do our procedures still reflect the requirements?
  7. Do employees need additional training?
  8. Do our forms and records need updating?
  9. Are contracts or customer requirements affected?
  10. Has responsibility for monitoring each requirement been assigned?

This approach turns standards management from a reactive task into a proactive business process.

The Benefits Go Beyond Compliance

Keeping standards and internal documentation current can provide benefits beyond simply meeting regulatory requirements.

It can help businesses:

  • Reduce operational risk
  • Improve workplace safety
  • Improve consistency
  • Reduce errors and rework
  • Strengthen employee training
  • Demonstrate due diligence
  • Improve quality
  • Support tender and contract requirements
  • Prepare for audits
  • Improve customer confidence
  • Identify outdated business practices
  • Maintain better organisational knowledge

Standards can provide businesses with a recognised framework for achieving consistent and reliable outcomes.

A Final Reminder For Australian Businesses

Your business’s procedures are only as useful as the information on which they are based.

If a procedure references an Australian Standard from five or ten years ago, don’t assume it is still current. Check it.

If your business has introduced new equipment, technology or services, don’t assume your existing standards register still covers everything. Review it.

And if you discover that a standard has changed, don’t simply update the reference number. Determine whether the change affects the way your business actually operates.

Standards management is ultimately about keeping the connection between external requirements and internal business practices alive.

Regularly reviewing standards, legislation, industry codes and the documents that reference them can help Australian businesses stay informed, reduce risk and maintain processes that are fit for purpose.

Important: This article provides general information and is not legal or compliance advice. Businesses should confirm the specific requirements applicable to their industry, state or territory, products, services and contractual obligations with the relevant regulator or suitably qualified adviser.

HVNL Changes from 1 August 2026: What Heavy Vehicle Operators Need to Do

Posted on by Marnie Cruickshank

The biggest changes to Australia’s Heavy Vehicle National Law (HVNL) in more than a decade will take effect on 1 August 2026, bringing a stronger focus on proactive safety management, documented systems, and demonstrable compliance.

For heavy vehicle operators, the reforms represent a shift away from simply complying with prescriptive rules towards proving that your business actively manages transport safety risks.

Whether you operate a single truck or a national fleet, now is the time to review your systems and ensure your business is ready.

Why the HVNL is Changing

The reforms have been developed by the National Transport Commission (NTC) in partnership with the National Heavy Vehicle Regulator (NHVR) and participating state and territory governments. The aim is to modernise heavy vehicle regulation, improve safety outcomes and reduce unnecessary regulatory complexity while maintaining productivity.

The updated legislation applies in all Heavy Vehicle National Law participating jurisdictions:

  • Queensland
  • New South Wales
  • Victoria
  • South Australia
  • Tasmania
  • Australian Capital Territory

Western Australia and the Northern Territory continue to operate under their own heavy vehicle legislation.

The Biggest Change: Safety Management Systems Become Central

The most significant reform is the introduction of a formal Safety Management System (SMS) as the foundation of heavy vehicle accreditation.

Rather than focusing solely on meeting individual compliance requirements, operators will need to demonstrate they have systems in place that:

  • identify transport risks
  • assess those risks
  • implement effective controls
  • monitor performance
  • continually improve safety outcomes.

The regulator’s focus will increasingly be on whether your business can prove its systems are working, not simply whether paperwork exists.

What Operators Will Be Required to Have

Under the updated HVNL, operators should expect to have documented processes covering areas such as:

Leadership and Safety Commitment

Management must actively support transport safety rather than treating compliance as an administrative exercise.

This includes:

  • clearly defined responsibilities
  • documented safety objectives
  • evidence that management reviews safety performance.

Risk Management

Operators must identify hazards before incidents occur.

Examples include:

  • fatigue risks
  • vehicle maintenance
  • loading practices
  • scheduling pressures
  • driver competency
  • subcontractor management.

Importantly, businesses should be able to demonstrate how these risks are assessed and controlled.

Driver Competency

Businesses will need documented processes for:

  • induction
  • licence verification
  • ongoing training
  • competency assessments
  • refresher programs.

The expectation is that operators can demonstrate drivers remain competent throughout their employment.

Vehicle Maintenance

Maintenance systems must ensure vehicles remain roadworthy.

Operators should maintain documented procedures for:

  • inspections
  • preventative maintenance
  • defect reporting
  • repairs
  • maintenance records.

Incident Reporting and Investigation

Simply recording incidents will no longer be enough.

Businesses should investigate:

  • crashes
  • near misses
  • equipment failures
  • recurring defects

and use findings to improve safety systems.

Internal Auditing

Operators should regularly review their own compliance before the regulator does.

Internal audits help identify weaknesses and provide evidence that safety systems are functioning effectively.

Expanded “Fit to Drive” Requirements

The updated HVNL introduces a broader obligation regarding driver fitness.

Previously, compliance focused largely on work and rest hours.

The reforms extend this concept to ensure drivers are genuinely fit to operate a heavy vehicle.

This includes considering whether a driver may be impaired by:

  • fatigue
  • illness
  • injury
  • medication
  • alcohol or drugs
  • any other condition affecting safe driving.

Operators should have documented procedures for assessing and managing fitness for duty rather than relying solely on legal driving hours.

Changes to Accreditation

The National Heavy Vehicle Accreditation Scheme (NHVAS) will transition to a new accreditation framework built around documented Safety Management Systems.

The new framework includes:

  • General Safety Accreditation (GSA) as the baseline accreditation for operators seeking formal recognition.
  • Alternative Compliance Accreditation (ACA) for businesses seeking operational concessions, such as alternative fatigue management arrangements.

Existing accredited operators will have a transition period to move to the new framework.

Chain of Responsibility Remains Critical

The reforms do not remove existing Chain of Responsibility (CoR) obligations.

Instead, they strengthen expectations that every party in the transport supply chain actively manages safety risks.

This includes:

  • operators
  • employers
  • schedulers
  • consignors
  • loaders
  • loading managers
  • consignees
  • contractors.

Businesses must continue taking all reasonably practicable steps to eliminate or minimise transport risks.

Productivity Improvements

Not all reforms involve additional compliance.

Several changes are designed to improve productivity, including:

  • increases to General Mass Limits in some circumstances
  • simplified mass management arrangements
  • an increase in the general vehicle length limit from 19 metres to 20 metres for eligible vehicles.

These changes aim to simplify regulation while maintaining safety standards.

How Operators Should Prepare

Businesses should begin preparing well before the commencement date by:

  • reviewing current compliance systems
  • conducting a gap analysis against the new SMS requirements
  • documenting policies and procedures
  • reviewing fatigue and fitness-for-duty processes
  • training managers and supervisors
  • ensuring records can demonstrate compliance
  • preparing for future audits under the new National Audit Standard.

Operators who already have strong systems in place may only require refinements, while smaller businesses relying on informal processes are likely to have more work to do.

The Bottom Line

The updated HVNL marks a significant shift in how heavy vehicle safety is regulated in Australia.

The emphasis is no longer simply on following rules, it is on demonstrating that your business has effective systems to identify, manage and continuously improve transport safety.

For operators, success under the new legislation will depend on evidence. Policies, procedures, training records, maintenance documentation, risk assessments and internal audits will all play an increasingly important role in proving compliance.

Sherm Software has all of the necessary functions to cover your requirements, with all evidence available at the touch of a button for your next audit.

Businesses that begin preparing now will be in a stronger position when the reforms commence on 1 August 2026, reducing compliance risk while improving operational safety and efficiency.

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

Mid-Year Audit Planning: Aligning Strategy With WHS Trends

Posted on by Marnie Cruickshank

As the financial year gets underway, many Australian businesses are focused on budgets, growth plans, and operational priorities. However, the middle of the year is also an ideal time to assess another critical area of business performance, Work Health and Safety (WHS).

A mid-year WHS audit is more than a compliance exercise. It provides an opportunity to evaluate how effectively your current safety systems are working, identify emerging risks, and ensure your business is keeping pace with changing workplace expectations.

With evolving legislation, increased regulatory scrutiny, and new workplace risks continuing to emerge, businesses that review their WHS strategy mid-year are better positioned to protect their workers, maintain compliance, and support long-term business success.

Why Conduct a Mid-Year WHS Audit?

Annual reviews are important, but waiting until the end of the year to evaluate your safety systems can allow issues to persist for months.

A mid-year audit enables business owners to:

  • Identify gaps before they become compliance issues.
  • Review incident and near-miss trends from the first half of the year.
  • Assess whether existing controls remain effective.
  • Confirm that policies reflect current workplace activities.
  • Ensure workers have completed required training and competency refreshers.
  • Prepare for regulator inspections or external audits.

Rather than reacting to incidents, businesses can proactively strengthen their safety management systems.

WHS Trends Australian Businesses Should Consider

Workplaces continue to evolve, and so do the risks they face. During your mid-year review, consider whether your safety approach reflects current WHS trends.

  1. Greater Focus on Psychosocial Hazards

Mental health has become a key component of workplace safety.

Psychosocial hazards, including excessive workloads, workplace bullying, poor communication, fatigue, and role ambiguity, are now recognised as WHS risks that require the same level of attention as physical hazards.

Business owners should review:

  • Workload management
  • Employee wellbeing initiatives
  • Reporting processes
  • Leadership capability
  • Workplace culture

Addressing psychosocial risks early can improve both employee wellbeing and organisational performance.

  1. Increased Regulator Expectations

Australian WHS regulators continue to increase inspections and enforcement activities across many industries.

Businesses are expected to demonstrate not only that policies exist but that they are actively implemented, monitored, and reviewed.

Documentation should clearly show:

  • Risk assessments
  • Consultation with workers
  • Incident investigations
  • Corrective actions
  • Training records
  • Maintenance schedules

Strong records provide evidence that safety responsibilities are being effectively managed.

  1. Better Use of Safety Data

Many organisations now use safety data to identify trends before incidents occur.

Rather than focusing solely on injury statistics, businesses are monitoring:

  • Near misses
  • Hazard reports
  • Safety observations
  • Corrective action completion rates
  • Training compliance
  • Equipment inspections

Reviewing this information during a mid-year audit helps identify recurring issues that may otherwise go unnoticed.

  1. Contractor and Supply Chain Safety

Many businesses rely on contractors, subcontractors, and suppliers to deliver services.

A mid-year audit should confirm that contractor management processes remain effective, including:

  • Prequalification requirements
  • Inductions
  • Safe work procedures
  • Insurance documentation
  • Competency verification
  • Ongoing supervision

Managing contractor safety reduces risk across the entire operation.

Key Areas to Review During Your Mid-Year Audit

A structured audit provides a clear picture of your current WHS performance.

Consider reviewing:

Safety Management System

  • Policies and procedures
  • Risk management processes
  • Emergency plans
  • Safe work instructions

Workplace Inspections

  • Housekeeping standards
  • Plant and equipment condition
  • Hazard identification
  • Maintenance records

Training and Competency

  • New employee inductions
  • Refresher training
  • High-risk work licences
  • First aid qualifications

Incident Management

  • Incident reporting procedures
  • Investigation quality
  • Corrective action follow-up
  • Lessons learned

Worker Consultation

Consulting workers is a fundamental part of effective WHS management.

Review whether employees are:

  • Reporting hazards
  • Participating in safety meetings
  • Contributing to risk assessments
  • Providing feedback on controls

Workers often identify practical improvements that management may overlook.

Turning Audit Findings Into Action

The value of an audit lies in what happens after it is completed.

Prioritise findings according to risk, assign responsibilities, establish realistic timeframes, and monitor progress until actions are complete.

Business owners should also communicate improvements to employees. Demonstrating that concerns lead to meaningful action helps strengthen trust and encourages ongoing participation in workplace safety.

The Business Benefits of Mid-Year WHS Reviews

An effective WHS audit delivers more than regulatory compliance.

Businesses often experience:

  • Reduced workplace incidents
  • Improved operational efficiency
  • Lower workers’ compensation costs
  • Better employee engagement
  • Stronger reputation with clients and stakeholders
  • Greater confidence during regulator inspections

When safety becomes part of strategic planning rather than simply an administrative requirement, it contributes directly to business resilience and long-term performance.

Final Thoughts

Mid-year provides an ideal opportunity to step back and assess whether your WHS systems are supporting both your people and your business objectives.

By reviewing current performance, responding to emerging WHS trends, and addressing gaps before they escalate, Australian business owners can create safer workplaces while strengthening compliance and operational performance.

Rather than viewing a WHS audit as a once-a-year obligation, consider it an ongoing strategy that helps your business adapt, improve, and thrive in an evolving regulatory and workplace environment.

Learn more about audit readiness and use our free checklist to help with your mid-year audit plan.

Fixed Plant Safety

Posted on by Marnie Cruickshank

Workplace safety has always been a legal and moral responsibility for Australian businesses, but Queensland’s Workplace Health and Safety Queensland (WHSQ) is placing an even stronger emphasis on proactive compliance over the coming years. Through its WHS Compliance and Field Services Proactive Compliance Program 2024–2027, WHSQ is targeting high-risk industries and hazards before incidents occur, rather than simply responding after something goes wrong. The program is designed to improve compliance through education, inspections and enforcement in sectors where workers face the greatest risks.

One of the key hazards identified throughout the program is the safe use of plant, including fixed plant. For businesses operating manufacturing facilities, warehouses, food processing plants, distribution centres and other industrial workplaces, this is a timely reminder that plant safety should remain a priority, not just for compliance, but for protecting people.

What is Fixed Plant?

Fixed plant refers to machinery or equipment that is permanently installed or anchored in place to perform industrial or production tasks. Unlike mobile plant such as forklifts or excavators, fixed plant generally remains stationary throughout its operational life.

Common examples include:

  • Conveyor systems
  • Industrial presses
  • Production machinery
  • Fixed lifting equipment
  • Pallet racking systems
  • Packaging equipment
  • Automated manufacturing lines
  • Refrigeration plant
  • Crushers and processing equipment

While fixed plant may appear less hazardous because it doesn’t move around a worksite, the reality is that these machines are involved in many serious workplace injuries every year.

Why Fixed Plant Presents Significant Risks

Serious incidents involving fixed plant often occur because hazards become part of the everyday work environment. Workers may become familiar with equipment and unknowingly accept unsafe practices over time.

Common hazards include:

  • Contact with moving parts
  • Entanglement in rotating machinery
  • Crushing points
  • Unexpected start-up during maintenance
  • Poorly maintained guarding
  • Stored energy hazards
  • Inadequate lockout/tagout procedures
  • Failure to isolate machinery before servicing

These risks can lead to catastrophic injuries including amputations, crush injuries and fatalities.

Importantly, many of these incidents are entirely preventable through effective risk management and safe systems of work.

Fixed Plant Features in WHSQ’s Compliance Strategy

The WHSQ Proactive Compliance Program identifies use of plant as one of Queensland’s priority hazard areas. The regulator is focusing on improving how businesses identify hazards, manage risks and implement effective controls around plant and machinery. This forms part of a broader, risk-based compliance strategy aimed at reducing serious workplace injuries and improving safety outcomes across priority industries.

As the program rolls out, inspectors are conducting targeted campaigns across industries including manufacturing, construction, transport and warehousing. Depending on the industry, inspections may examine machinery guarding, maintenance practices, worker training, consultation processes and the effectiveness of safety management systems.

For transport and warehousing, WHSQ has specifically identified fixed plant such as conveyor systems, fixed racking and shelving, fixed lifting equipment and refrigeration systems as inspection priorities during compliance campaigns.

What Inspectors Are Looking For

During workplace inspections, WHSQ inspectors are typically assessing whether businesses are effectively managing risks rather than simply having paperwork in place.

Areas commonly reviewed include:

  • Machine guarding and physical barriers
  • Safe operating procedures
  • Lockout and isolation systems
  • Maintenance and inspection records
  • Worker competency and training
  • Risk assessments
  • Consultation with Health and Safety Representatives (HSRs)
  • Emergency stop systems
  • Housekeeping around machinery
  • Compliance with relevant Codes of Practice

Inspectors may issue improvement notices, prohibition notices or financial penalties where significant safety breaches are identified.

Building a Proactive Safety Culture

One of the most significant shifts within the 2024–2027 program is its emphasis on proactive safety rather than reactive enforcement.

Instead of waiting for incidents to occur, WHSQ encourages businesses to continually assess their workplace, identify emerging risks and strengthen their safety systems before injuries happen.

Organisations with strong safety cultures generally:

  • Conduct regular plant inspections
  • Review risk assessments whenever processes change
  • Keep maintenance programs current
  • Involve workers in hazard identification
  • Encourage reporting of near misses
  • Regularly review Safe Work Method Statements and procedures
  • Verify that controls remain effective

A proactive approach not only improves compliance but also reduces downtime, equipment damage and workers’ compensation costs.

Practical Steps Businesses Can Take Today

Whether your workplace operates one machine or an entire production line, there are practical actions that can strengthen your plant safety management:

  • Review all fixed plant risk assessments.
  • Inspect machine guarding to ensure it remains effective.
  • Confirm isolation and lockout procedures are current and understood.
  • Verify that maintenance schedules are being followed.
  • Check operator training and competency records.
  • Consult workers about hazards they’ve observed.
  • Investigate near misses before they become serious incidents.
  • Ensure emergency stops are clearly accessible and regularly tested.

Small improvements made today can prevent serious incidents tomorrow.

Safety Is More Than Compliance

While WHSQ’s Proactive Compliance Program will undoubtedly increase regulatory attention on plant safety, the real objective extends beyond passing inspections.

Every worker has the right to return home safely at the end of the day. Businesses that invest in well-maintained equipment, effective risk controls and strong safety leadership are not only meeting their legal obligations, they are creating safer, more productive workplaces.

As WHSQ continues its proactive compliance activities through 2027, now is an ideal time for organisations to review their fixed plant safety systems, identify gaps and ensure they are prepared for both regulatory inspections and the everyday realities of operating high-risk machinery.

A proactive approach to fixed plant safety isn’t simply about avoiding penalties, it’s about preventing injuries before they happen.

Sherm Software will help to ensure your workplace stays safe by automating tasks to be completed and maintaining records and documentation.

Plant Risk Assessments can be completed electronically and records maintained in the Plant Register, regular Workplace Inspections completed easily via the mobile app, Training and Competency can be completed and recorded, hazards and incidents reported immediately, all with notifications sent to the right person.

Get in touch with us and learn more about how Sherm can make staying compliant so much easier.

How Auditors Assess Contractor Compliance

Posted on by Marnie Cruickshank

Whether you’re managing contractors on a construction site, engaging specialist trades, or outsourcing services, contractor compliance is a critical part of running a safe and legally compliant business in Australia. Regulators, clients, and insurers increasingly expect businesses to demonstrate that contractors meet the same standards as employees when it comes to safety, qualifications, and legal obligations.

Auditors play a key role in verifying that these standards are being met. Rather than simply checking paperwork, they assess whether your contractor management processes are effective, consistent, and aligned with Australian legislation and industry best practice.

What Is Contractor Compliance?

Contractor compliance refers to the process of ensuring that contractors meet all legal, regulatory, contractual, and organisational requirements before and throughout their engagement.

Depending on your industry, this may include:

  • Valid licences and certifications
  • Appropriate insurance coverage
  • Work health and safety (WHS) compliance
  • Induction and training records
  • Right-to-work documentation
  • Risk assessments and Safe Work Method Statements (SWMS)
  • Ongoing competency and qualification verification

Effective contractor compliance helps reduce workplace incidents, legal exposure, project delays, and reputational risk.

Why Auditors Review Contractor Compliance

Auditors assess contractor compliance to determine whether an organisation has adequate systems in place to manage contractor risks. This may form part of:

  • Internal compliance audits
  • WHS management system audits
  • ISO certification audits
  • Client prequalification assessments
  • Regulatory inspections
  • Due diligence reviews

Their objective is to identify gaps before they result in safety incidents, legal breaches, or financial consequences.

Key Areas Auditors Assess

  1. Contractor Prequalification

One of the first areas auditors examine is how contractors are approved before they begin work.

They typically review whether your organisation verifies:

  • Business registration details
  • Relevant licences and trade qualifications
  • Public liability and workers’ compensation insurance
  • Professional certifications
  • Previous safety performance
  • Financial stability where applicable

A documented prequalification process demonstrates that contractor selection is based on objective criteria rather than convenience.

  1. Documentation and Record Keeping

Accurate and up-to-date records are essential during any audit.

Auditors often request evidence of:

  • Contractor agreements
  • Insurance certificates
  • Licence expiry dates
  • Induction records
  • Training certificates
  • SWMS
  • Risk assessments
  • Incident reports
  • Compliance checklists

Missing, expired, or inconsistent documentation is one of the most common audit findings.

  1. Work Health and Safety Compliance

Under Australia’s WHS legislation, businesses have a duty to ensure contractors can perform their work safely.

Auditors assess whether contractors:

  • Complete site inductions
  • Understand workplace hazards
  • Follow safety procedures
  • Wear appropriate personal protective equipment (PPE)
  • Participate in toolbox talks where required
  • Report hazards and incidents

They may also interview supervisors and contractors to verify that documented procedures are followed in practice.

  1. Licence and Competency Verification

Many industries require workers to maintain specific licences or competencies.

Auditors check whether your organisation has systems to:

  • Verify qualifications before work begins
  • Monitor expiry dates
  • Reassess competencies where required
  • Prevent unqualified contractors from accessing worksites

Automated reminders and digital compliance systems can significantly improve ongoing licence management.

  1. Contractor Inductions

A contractor induction is more than a sign-in sheet.

Auditors evaluate whether inductions cover:

  • Site-specific hazards
  • Emergency procedures
  • Incident reporting
  • Environmental requirements
  • Security procedures
  • Company policies
  • WHS responsibilities

They also check that contractors understand the information provided and that records are retained.

  1. Ongoing Monitoring

Compliance isn’t a one-time exercise.

Auditors look for evidence that organisations continuously monitor contractor performance through:

  • Site inspections
  • Safety observations
  • Performance reviews
  • Incident investigations
  • Corrective actions
  • Compliance reviews

Regular monitoring demonstrates active contractor management rather than relying solely on initial approvals.

  1. Insurance Verification

Insurance compliance is another major audit focus.

Auditors confirm that contractors maintain current:

  • Public liability insurance
  • Workers’ compensation insurance (where applicable)
  • Professional indemnity insurance
  • Motor vehicle insurance
  • Plant and equipment insurance

Expired insurance certificates can expose businesses to significant financial risk.

  1. Risk Management Processes

Auditors assess whether contractor-related risks are formally identified and managed.

They review:

  • Risk assessments
  • Control measures
  • SWMS for high-risk construction work
  • Hazard reporting processes
  • Emergency response procedures

They also examine whether identified risks are regularly reviewed as work progresses.

Common Audit Findings

Many contractor compliance audits reveal recurring issues, including:

  • Expired licences or insurance certificates
  • Missing induction records
  • Incomplete contractor files
  • Outdated SWMS
  • Inconsistent document reviews
  • Poor contractor performance monitoring
  • Lack of documented corrective actions

Addressing these issues proactively can significantly improve audit outcomes.

How Digital Compliance Systems Help

Many Australian organisations now use digital contractor management platforms to streamline compliance.

These systems can:

  • Automatically track document expiry dates
  • Store compliance records securely
  • Verify licences and certifications
  • Automate contractor onboarding
  • Generate audit-ready reports
  • Send renewal reminders
  • Provide real-time compliance dashboards

Digital systems reduce administrative effort while improving visibility across contractor workforces.

Preparing for a Contractor Compliance Audit

Preparation should be an ongoing process rather than a last-minute exercise.

Consider the following best practices:

  • Maintain a centralised contractor register.
  • Review licences and insurance regularly.
  • Update contractor documentation promptly.
  • Conduct periodic internal compliance reviews.
  • Keep induction records current.
  • Monitor contractor performance throughout each engagement.
  • Document corrective actions and follow-up activities.
  • Train managers responsible for contractor oversight.

Businesses that maintain strong compliance practices throughout the year are generally better prepared for both scheduled and unannounced audits.

Final Thoughts

Contractor compliance is about more than satisfying auditors, it is a fundamental component of effective risk management. Strong compliance systems help protect workers, support legal obligations, reduce operational disruptions, and build confidence with clients and stakeholders.

Auditors assess whether your organisation has robust processes that consistently verify contractor qualifications, monitor ongoing performance, and maintain accurate records. By adopting a proactive approach and leveraging modern compliance tools where appropriate, Australian businesses can improve audit readiness while creating safer and more efficient workplaces.

Learn more about Audit Readiness and use our free checklist to see how audit ready your business is.

Falls from Heights Remain One of Queensland Construction’s Biggest Safety Risks

Posted on by Marnie Cruickshank

Construction sites across Queensland are constantly evolving environments, with workers regularly required to perform tasks on roofs, scaffolding, ladders, elevated work platforms, and partially completed structures. While working at heights is often unavoidable, falls from height continue to be one of the leading causes of serious injuries and fatalities in the construction industry.

Whether it’s a fall from a roof edge, through a skylight, from scaffolding, or from an unsecured ladder, the consequences can be devastating for workers, their families, and businesses. Understanding the risks and implementing effective controls is essential for creating safer construction sites and meeting workplace health and safety obligations.

The Reality of Falls from Heights

A fall from height can occur whenever a person works in a position where there is a risk of falling from one level to another. Even falls from relatively low heights can result in serious injuries such as fractures, spinal injuries, traumatic brain injuries, and, in some cases, fatalities.

Common scenarios that lead to falls on Queensland construction sites include:

  • Working near unprotected edges
  • Roof installation and maintenance activities
  • Inadequately secured scaffolding
  • Misuse of ladders
  • Falls through fragile roofing materials or skylights
  • Unsafe use of elevated work platforms
  • Poor housekeeping creating trip hazards near edges
  • Lack of fall protection systems

Many incidents occur because hazards were not properly identified, controls were missing, or workers were not adequately trained and supervised.

Legal Responsibilities for Managing Fall Risks

Under Queensland workplace health and safety laws, persons conducting a business or undertaking (PCBUs) have a duty to eliminate risks to health and safety so far as is reasonably practicable. Where elimination is not possible, risks must be minimised using appropriate control measures.

Construction businesses must assess the risk of falls before work begins and implement controls that provide the highest level of protection possible.

Controlling the Risk of Falls: The Hierarchy of Controls

Managing fall hazards should follow the hierarchy of controls, prioritising the most effective measures first.

  1. Eliminate the Need to Work at Height

The most effective control is to remove the hazard entirely.

Examples include:

  • Prefabricating components at ground level before installation
  • Using extendable tools to perform tasks from the ground
  • Redesigning work processes to avoid elevated access

If the work can be completed safely without leaving the ground, the risk of falling is eliminated.

  1. Use Passive Fall Prevention Systems

Passive controls provide protection without requiring active worker intervention.

Examples include:

  • Edge protection and guardrails
  • Scaffold systems with integrated guardrails
  • Safety mesh beneath roof structures
  • Temporary barriers around openings
  • Covered floor penetrations and service openings

These controls are generally preferred because they provide continuous protection for all workers on site.

  1. Use Work Positioning or Fall Restraint Systems

Where passive protection is not reasonably practicable, fall restraint systems may be used to prevent workers from reaching a fall hazard.

Examples include:

  • Travel restraint systems
  • Anchored restraint lines
  • Work positioning systems

These systems are designed to prevent a worker from reaching an exposed edge rather than arresting a fall after it occurs.

  1. Implement Fall Arrest Systems

Fall arrest systems should only be used when higher-level controls are not reasonably practicable.

Examples include:

  • Safety harnesses and lanyards
  • Inertia reel systems
  • Anchor points and lifelines
  • Catch platforms
  • Safety nets

It is important to remember that fall arrest systems do not prevent a fall, they reduce the consequences if one occurs. Rescue procedures must also be in place to ensure a suspended worker can be recovered quickly.

  1. Use Administrative Controls

Administrative controls support physical safety measures and help ensure work is performed safely.

Examples include:

  • Safe work method statements (SWMS)
  • Site-specific risk assessments
  • Permit-to-work systems
  • Worker training and competency verification
  • Toolbox talks
  • Regular inspections and maintenance
  • Effective supervision
  • Clear exclusion zones

Administrative controls should never be relied upon as the sole method of protection where a risk of falling exists.

Ladder Safety: A Common Area of Concern

Ladders are involved in many fall-related incidents on construction sites. While ladders can be useful for short-duration tasks, they should not be used as a primary work platform where safer alternatives are available.

To improve ladder safety:

  • Select the correct ladder for the task
  • Ensure ladders are in good condition
  • Place ladders on stable ground
  • Maintain three points of contact
  • Secure ladders where possible
  • Avoid overreaching
  • Use scaffolding or elevated work platforms for longer-duration work

Planning Is Critical

Effective planning is one of the most important factors in preventing falls.

Before commencing work at height, construction businesses should consider:

  • The height at which work will occur
  • The duration and complexity of the task
  • Environmental conditions such as wind and rain
  • Access and egress requirements
  • Emergency and rescue procedures
  • The competency of workers performing the task
  • Inspection requirements for equipment and systems

A well-planned job significantly reduces the likelihood of incidents occurring.

Creating a Strong Safety Culture

Physical controls alone cannot prevent every fall. A strong safety culture encourages workers to identify hazards, report concerns, and stop work when conditions become unsafe.

Construction companies that prioritise safety typically experience:

  • Fewer incidents and injuries
  • Reduced project disruptions
  • Improved workforce morale
  • Better regulatory compliance
  • Lower financial and reputational risk

When workers feel empowered to raise concerns and safety is embedded into everyday operations, fall risks are more effectively managed.

Final Thoughts

Falls from heights remain one of the most significant hazards on Queensland construction sites. However, many incidents are preventable through proper planning, risk assessment, worker training, and the implementation of effective control measures.

By prioritising elimination, using appropriate fall prevention systems, maintaining equipment, and fostering a strong safety culture, construction businesses can significantly reduce the risk of serious injury and ensure workers return home safely at the end of every shift.

From July 2026, Workplace Health and Safety Queensland (WHSQ) inspectors will visit construction sites across Queensland as part of a compliance campaign focused of work at heights, where they will assess workplace health and safety and take action if non-compliance is identified.

Sherm Software can help you to ensure your business has the right controls in place to manage the risk of falls when working at heights. Training and competency verification can be completed with notification sent when it is due, permits are maintained within the workers profile, regular workplace inspections can be completed electronically using Sherm’s Mobile App, SWMS are made readily available anywhere at any time, and many other features to help keep your business compliant.

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