#WHS Archives

National Safe Work Month 2025

Posted on 28/10/2025 by Caroline Kingston

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

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

Review and Refresh Work Health and Safety (WHS) Policies

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

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

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

Reassess Risk Management and Control Measures

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

Employers should:

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

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

Reinforce Training and Competency

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

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

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

Promote Mental Health and Wellbeing

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

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

Encourage Worker Participation and Consultation

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

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

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

Celebrate Success and Set Future Goals

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

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

Recognition reinforces commitment and motivates continuous improvement.

Final Thoughts

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

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

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

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

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

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

Implementing Psychosocial Risk Controls: A National Strategy

Posted on 11/08/202511/08/2025 by Caroline Kingston

Why a National Approach is Essential

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

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

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

Key Principles for a National Strategy

Embed Psychosocial Risk into Existing WHS Systems

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

Apply the Hierarchy of Controls

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

Use Evidence-Based Frameworks

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

Build a Reporting and Feedback Culture

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

Monitor, Review, and Improve

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

How SHERM Supports a National Rollout

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

The Payoff

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

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

National Psychosocial Risk Control Strategy

A consistent approach to meeting mental health duties across Australia

National Compliance Snapshot

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

National Control Strategies

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

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

Example Risk Controls

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

National Implementation Tips

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

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

Get in touch today and discover more.

The Importance of a Traffic Management Plan

Posted on 26/06/2025 by Caroline Kingston

Worksites of all kinds often involve the constant movement of people, vehicles, and machinery. Where there’s movement, there’s risk. That’s why a Traffic Management Plan (TMP) is essential in maintaining a safe, efficient, and legally compliant work environment.

What Is a Traffic Management Plan?

A Traffic Management Plan is a formal document that outlines how traffic—whether pedestrian, vehicular, or mechanical—will be managed safely within a workplace. This includes organising routes for forklifts, delivery trucks, on-site vehicles, and foot traffic to prevent accidents, congestion, and confusion. The plan also details signage, speed limits, right-of-way rules, and designated zones for different activities.

Why a TMP Is Crucial in Any Work Environment

Protecting People

The top priority for any employer is to ensure the health and safety of workers and visitors. In dynamic workplaces like warehouses or manufacturing plants, collisions between vehicles and pedestrians are a major risk. A TMP reduces these risks by defining clear pathways, visual cues, and separation of pedestrian and vehicle zones, helping everyone stay alert and safe.

Legal and Regulatory Requirements

Occupational health and safety regulations often mandate that employers identify and control workplace hazards—including traffic hazards. Without a TMP, organisations may fail to meet compliance obligations, leading to fines, legal action, or shutdowns. A documented plan shows proactive risk management and satisfies audit or inspection requirements.

Operational Efficiency

A well-organised worksite is a more productive one. Efficient traffic flow minimises delays, bottlenecks, and miscommunications. When routes are clearly marked and procedures are known, goods and materials move faster and more smoothly. A TMP helps avoid costly disruptions caused by accidents or logistical errors.

Safeguarding Equipment and Property

Collisions don’t just injure people—they also damage vehicles, inventory, and infrastructure. This leads to expensive repairs, downtime, and potential insurance claims. A TMP includes measures like visibility aids, speed restrictions, and designated parking and loading areas to prevent damage and keep assets protected.

Supporting Emergency Response

In any emergency—be it a fire, medical incident, or hazardous material spill—clear and unobstructed traffic routes are essential. A TMP should include emergency access and evacuation paths to ensure a quick, organised response. This can save lives and minimise harm in critical situations.

How to Develop a Traffic Management Plan

Developing an effective Traffic Management Plan requires a systematic approach that involves several key steps. The first step is to conduct a thorough risk assessment to identify the specific hazards associated with vehicle movements on the worksite. This involves analysing the site layout, the types of vehicles and machinery in use, and the nature of the work being performed. Once the risks have been identified, the next step is to develop traffic control measures to manage the flow of traffic and minimise the risk of accidents.

The development of a TMP should involve regular monitoring and review to ensure that the plan remains effective and relevant. This includes conducting audits and inspections to verify that the plan is being implemented correctly and identifying any areas for improvement. It also involves staying up to date with changes in regulations and standards to ensure that the TMP remains compliant.

Training and Communication for Traffic Management

Training and communication are critical components of an effective traffic management strategy. Ensuring that all workers and visitors are aware of the TMP and understand their role in maintaining safety is essential for preventing accidents and injuries. This involves providing comprehensive training on traffic management procedures and fostering a culture of open communication and continuous improvement.

In addition to initial training, ongoing education and refresher courses are essential for maintaining a high level of safety awareness. Regular safety briefings and toolbox talks can help to reinforce key messages and provide updates on any changes to the TMP. These sessions also provide an opportunity for workers to ask questions, share concerns, and contribute to the continuous improvement of the TMP.

Key Elements of an Effective TMP

Assessment of on-site traffic risks
Designated pedestrian walkways and crossings
Vehicle routes, one-way systems, and signage
Speed limits and visibility improvements
Entry/exit protocols for vehicles
Loading/unloading zones
Parking and restricted access areas
Emergency vehicle access routes

Conclusion

Traffic management is not just for roads or construction sites—it’s vital in any work environment where movement occurs. A strong Traffic Management Plan creates a safer, more efficient, and more compliant workplace by reducing risks, improving workflow, and preparing for emergencies. Whether you run a distribution centre, a mining operation, or a factory floor, implementing a TMP shows your commitment to safety and operational excellence.

By planning the way people and vehicles move through your site, you make sure that productivity doesn’t come at the cost of safety.

At Sherm Software, we can develop your Traffic Management Plan for you, taking away all that unnecessary stress. Get in touch with us today and let us help you.

Creating a Safe and Supportive Work Environment

Posted on 29/01/202505/02/2025 by Caroline Kingston

Creating a safe and supportive work environment is key to employee well-being, productivity, and overall job satisfaction. Here are some key strategies for fostering such an environment:

Clear Communication and Transparency

Open Dialogue: Encourage employees to speak up if they have concerns, and make sure they feel heard and respected. Create channels where feedback is welcomed and valued.
Transparency: Be clear about expectations, goals, and organisational changes. This helps employees feel informed and less anxious.

Promote Inclusion and Diversity

Inclusive Culture: Ensure that all employees, regardless of their background, feel included. Celebrate diversity and implement practices that prevent discrimination.
Diverse Hiring: Aim for a workforce that represents various backgrounds, perspectives, and experiences. This leads to more innovative ideas and solutions.

Mental Health Support

Access to Resources: Provide resources such as counselling, mental health days, or access to an employee assistance program (EAP). Normalise discussing mental health issues.
Work-life Balance: Encourage employees to disconnect outside of work hours and support flexible work arrangements when possible.

Respect for Boundaries

Clear Work Hours: Make sure that employees understand that boundaries around work hours and communication (e.g., no after-hours emails) are respected.
Avoiding Burnout: Recognise the signs of burnout and encourage employees to take breaks, use vacation days, and decompress.

Safe Physical Workspace

Ergonomics and Safety: Ensure the physical workspace is comfortable and free from hazards. This includes providing ergonomic furniture and ensuring all safety regulations are met.
Cleanliness: Maintain cleanliness and hygiene in shared spaces to help employees feel safe and comfortable.

Strong Leadership and Supportive Management

Lead by Example: Managers should model respectful behaviour, transparency, and integrity. They should show empathy toward their team and maintain open lines of communication.
Training for Managers: Provide training for managers on emotional intelligence, conflict resolution, and leadership styles that promote a positive work environment.

Recognise and Reward Contributions

Acknowledgment: Regularly acknowledge employees’ hard work and accomplishments. Recognition can be through simple thank-yous, public acknowledgment, or formal rewards programs.
Incentive Programs: Implement systems for rewards that motivate employees, such as bonuses, promotions, or additional time off.

Foster Collaboration and Team Spirit

Team-Building Activities: Organise events, virtual or in-person, to build trust among team members and allow them to connect outside of work tasks.
Collaborative Work Environment: Encourage teamwork and help employees feel like they’re part of a collective mission, rather than just individuals working in isolation.

Zero Tolerance for Harassment

Clear Policies: Have a clear anti-harassment and anti-discrimination policy in place and ensure that employees know how to report any incidents without fear of retaliation.
Prompt Action: Take immediate and appropriate action if any complaints of harassment or bullying arise, showing that you take such matters seriously.

Provide Growth and Development Opportunities

Training and Mentorship: Offer professional development programs, mentorship opportunities, or career advancement support.
Encourage Growth: Empower employees to learn new skills and take on challenging projects to help them feel fulfilled in their roles.

Creating a safe and supportive environment is a continuous effort, but the impact on employee engagement, retention, and morale can be transformative.

Sherm Software’s Incident Management provides an efficient solution for managing workplace incidents, from initial reporting to final resolution. With features that support compliance, encourage a culture of safety, and streamline the incident process, Sherm is an invaluable tool for organisations prioritising a safe work environment.

Work Health and Safety Data Reporting

Posted on 23/01/202505/02/2025 by Caroline Kingston

Work health and safety (WHS) data reporting is essential for tracking workplace safety, monitoring risks, and ensuring compliance with legal requirements. It involves gathering, analysing, and sharing information related to the safety and well-being of employees, as well as any incidents or hazards in the workplace.

Here are some key components typically included in WHS data reporting:

Incident and Accident Reports

Types of incidents: Work-related injuries, illnesses, near misses, property damage, environmental impact.
Details captured: Date, time, location, description of the incident, those involved, severity, and corrective actions taken.

Hazard Identification and Risk Assessment

Types of hazards: Physical (e.g., machinery), chemical (e.g., exposure to toxic substances), biological (e.g., viruses), ergonomic (e.g., repetitive strain), and psychosocial hazards (e.g., stress, harassment).
Risk rating: Likelihood and severity assessments, to prioritise corrective actions.

Safety Inspections and Audits

Regular inspections of workspaces, equipment, and safety procedures.
Documentation of findings, corrective actions taken, and dates for follow-up inspections.

Training and Education

Tracking employee participation in safety training programs, such as hazard awareness, first aid, and emergency response.
Monitoring compliance with mandatory training requirements.

Workplace Health Monitoring

Tracking employee health reports related to workplace exposure (e.g., hearing tests, vision exams, respiratory health for workers in hazardous environments).
Reporting on wellness programs, mental health support, and stress management initiatives.

Compliance and Legal Reporting

Reporting on adherence to local, national, and international health and safety regulations.
Reporting of injuries or fatalities to regulatory bodies within required timeframes.

Workplace Injury/Illness Claims

Documentation of workers’ compensation claims, including details about the incident, treatment, and any compensation awarded.
Tracking patterns or trends that might indicate ongoing safety issues in particular areas or processes.

Safety Performance Indicators

Leading indicators: Safety training completion, hazard reports, safety audits.
Lagging indicators: Incident rates, lost-time injuries, workers’ compensation costs.

Corrective Actions

Reports detailing corrective actions taken after incidents or safety audits.
Data on the effectiveness of actions taken to prevent future incidents.

Employee Engagement and Feedback

Employee surveys, safety committee meeting minutes, or suggestions for improving safety.
Reporting on worker satisfaction with the safety culture.

Common Reporting Tools

Incident Management Systems (IMS): Software tools for capturing and tracking incidents in real-time.
Safety Management Software: Comprehensive platforms like Sherm Software for managing WHS data.
Dashboards and Visual Reports: To present WHS data in an easily understandable format for management and workers.

Key Objectives of WHS Data Reporting

Compliance: Ensuring adherence to occupational health and safety regulations and standards.
Risk Mitigation: Identifying hazards early to prevent injuries or damage.
Continuous Improvement: Using data to improve safety protocols, training, and hazard controls.
Transparency: Keeping employees and stakeholders informed about workplace safety.

Sherm Software specialises in Work Health and Safety (WHS) management, helping businesses streamline the reporting and tracking of safety data. Get in touch with us today and discover how easy Work Health and Safety Data Reporting can be.

Christmas Season Work Health and Safety

Posted on 12/12/2024 by Caroline Kingston

Christmas can be a busy time at work, but it’s also a time when workplace health and safety should not be overlooked. Whether it’s an office party, seasonal decorations, or increased workloads, there are a number of health and safety considerations for employers and employees to keep in mind. Here’s a rundown of key areas to focus on:

Workplace Decorations

Safe Decoration Practices:

Avoid blocking exits, fire alarms, or emergency equipment with decorations.
Ensure that Christmas lights or electrical decorations are in good condition, used safely, and switched off when not in use to prevent fire hazards.
Use non-slip mats or adhesives for decorations on the floor to avoid tripping hazards.
Secure decorations properly so that they don’t fall or cause accidents.

Christmas Parties and Social Gatherings

Alcohol Consumption:

If alcohol is served at office parties, ensure there are non-alcoholic options available and consider providing guidance on responsible drinking.
Remind employees to arrange safe transport home if they’ve been drinking (e.g. taxis, public transport, or designated drivers).
Avoid any inappropriate or unsafe behaviour and ensure the environment remains professional.

Physical Safety:

If the party involves dancing or other physical activities, ensure the area is free from obstacles that could lead to slips, trips, or falls.
For events held outside the workplace (e.g. at a restaurant or venue), ensure the venue has sufficient safety measures in place, such as lighting, parking, and first aid.

Ergonomics and Overwork

Managing Stress and Workload:

The holiday season can bring increased workloads due to end of year deadlines or additional customer demand. Employers should ensure employees are not overworked and have clear guidance on managing workloads to avoid stress-related injuries or burnout.

Office Setup and Ergonomics:

Ensure employees have ergonomic workstations to avoid back and neck pain, especially if they are working longer hours during the holiday season.

Fire Safety

Christmas Trees and Lights:

Use fire-safe Christmas trees (artificial or real) and ensure that decorations, especially lights, are UL-certified or comply with relevant safety standards.
Ensure that all electrical items are switched off when not in use to prevent fire hazards.
If using candles for decoration, they should be placed safely away from any flammable materials and never left unattended.

Mental Health and Well-being

Support for Employees:

Christmas can be a stressful time for some, with tight deadlines, financial pressure, or family issues. It’s important to offer support through employee assistance programs (EAPs) or mental health resources.
Encourage employees to take breaks and manage their time well to reduce stress.

Work-Life Balance:

Respect employees’ need for time off during the holiday season and ensure everyone is able to take breaks and recharge. Flexible schedules can help manage the seasonal workload while still allowing time for rest.

Risk Assessment and Planning

Reviewing Health and Safety Policies:

Before the holiday season begins, review your workplace’s health and safety policies and procedures, particularly in light of any seasonal activities.
Conduct a risk assessment for any Christmas-specific events or decorations and implement strategies to mitigate those risks.

Employee Training and Communication

Clear Communication:

Remind staff about safety practices leading up to the holidays, especially if your workplace involves physical activities, events, or travel.
Ensure that all employees are informed about safety guidelines, emergency procedures, and how to report hazards or incidents during the holiday period.

By keeping these tips in mind, employers can ensure that the workplace remains a safe, healthy, and enjoyable environment throughout the holiday season, allowing employees to celebrate while minimising risk.

What are Health and Safety Representatives?

Posted on 06/12/202406/12/2024 by Caroline Kingston

Health and Safety Representatives (HSRs)

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

Key Responsibilities of HSRs:

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

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

WHS Entry Permit Holders

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

Key Responsibilities of WHS Entry Permit Holders:

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

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

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

Important changes for HSRs and WHS Entry Permit Holders

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

Ceasing unsafe work

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

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

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

Right of entry

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

Guidance and support

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

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

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