What is WHS?

In Australia, workplace health and safety (WHS), formerly known as occupational health and safety (OHS), represents a vital framework designed to ensure that every worker returns home safely at the end of each day.

It’s more than just policies and procedures—it’s a shared commitment among employers, employees, and governments to foster safe and healthy workplaces. This comprehensive approach aims to mitigate risks, prevent workplace incidents, and protect both physical and psychological wellbeing.

But WHS is also evolving, addressing new challenges that emerge in modern workplaces.

WHS is more than compliance

For many people, WHS might seem synonymous with compliance—following the rules to avoid penalties.

However, reducing WHS to a mere regulatory obligation fails to capture its significance. At its core, WHS is about people. It’s about understanding risks, implementing safeguards, and creating a culture where safety is second nature.

Australian WHS laws establish a legal framework for managing risks, but they also encourage proactive strategies. Employers are legally obligated to provide safe work environments, but fulfilling these obligations often requires more than ticking boxes.

It involves fostering trust, encouraging open communication, and ensuring that workers feel empowered to report hazards without fear of retribution.

Why psychological health is a growing focus

Traditionally, WHS centred on physical safety—guardrails, protective equipment, and procedures to prevent slips, trips, and falls.

While these remain critical, the rise in mental health challenges has prompted a broader understanding of workplace safety.

Australia’s workplace safety organisations have highlighted the growing need to address psychological safety. Stress, burnout, bullying, and workplace harassment can be as detrimental to a worker’s health as physical injuries.

Workplaces that fail to manage these risks can see increased absenteeism, reduced productivity, and higher employee turnover.

Creating psychologically safe workplaces involves more than simply responding to incidents. It requires addressing the root causes, such as excessive workloads, lack of support, or unclear job expectations.

Open conversations about mental health, training for managers to recognise early signs of distress, and providing access to counselling services are just some of the proactive measures organisations are adopting.

WHS evolves with technological advancements

As technology reshapes the modern workplace, WHS practices must adapt.

Automation, artificial intelligence, and remote working bring new opportunities and challenges. While robots and machinery can reduce human exposure to hazardous tasks, they also introduce risks related to human-machine interactions. Similarly, remote work environments present unique safety challenges, such as ergonomic issues and blurred boundaries between work and personal life.

Organisations must stay ahead of these changes by regularly updating their risk assessments and WHS strategies. For example, providing remote employees with ergonomic advice or equipment ensures they remain safe and productive outside traditional office settings.

As cyber threats also emerge as a concern, WHS frameworks may need to address risks to workers’ digital wellbeing.

Small businesses face unique WHS challenges

While WHS principles apply universally, their implementation can vary significantly depending on the size of the business.

Small businesses, which form the backbone of Australia’s economy, often face unique challenges in meeting WHS requirements. Limited resources, time constraints, and a lack of in-house expertise can make it harder for small business owners to navigate complex regulations.

However, maintaining a safe workplace doesn’t have to be daunting. Many government initiatives, such as the Safe Work Australia website, offer free resources tailored to small businesses.

By prioritising safety, small enterprises can reduce costly downtime, attract top talent, and build a reputation for caring about their people.

WHS isn’t static

One of the most misunderstood aspects of WHS is that it isn’t static.

Risks in a workplace can change due to new equipment, processes, or even external factors like climate change. For instance, Australia’s increasingly extreme weather patterns—heatwaves, bushfires, and floods—pose emerging safety risks for outdoor workers.

This dynamic nature means WHS systems must be reviewed regularly. Training should be ongoing, not just a once-off induction. Engaging employees in the review process can also uncover risks that management may overlook.

Workers often have firsthand knowledge of day-to-day hazards and can contribute valuable insights to safety initiatives.

Legal foundation of WHS in Australia

Australian WHS laws are built on a harmonised framework designed to provide consistency across states and territories.

The Work Health and Safety Act 2011 sets out the primary duty of care: to ensure, as far as is reasonably practicable, the health and safety of workers and others in a workplace.

Under the Act, reasonably practicable reflects a balance between the likelihood of a risk occurring, the severity of potential harm, and the resources available to mitigate it. This approach recognises that while some risks may never be entirely eliminated, they can be managed to an acceptable level.

The Act also introduced the concept of a Person Conducting a Business or Undertaking (PCBU), broadening the scope of responsibility to include not just employers but anyone with influence over workplace safety. This includes contractors, suppliers, and even volunteer organisations.

Why WHS is a shared responsibility

A successful WHS system relies on collaboration.

While employers bear primary responsibility, employees also have a role to play. Workers must take reasonable care for their own safety and that of others, comply with instructions and participate in training.

This shared responsibility extends beyond individuals to the broader community. Governments provide regulatory oversight, while industry bodies share best practices. In turn, organisations must engage their workforce in creating a culture where safety is a shared priority.

By working together, these stakeholders can move beyond reactive approaches to WHS and focus on creating workplaces that actively promote health, wellbeing, and productivity.

Conclusion

WHS is the cornerstone of safe, healthy, and thriving workplaces in Australia.

It goes beyond compliance to address the physical, psychological, and emerging risks that shape modern working environments.

For employers, it’s an investment in their most valuable asset—their people. For employees, it’s a reassurance that their safety and wellbeing matter.

In an ever-changing world, WHS serves as a reminder that safety is everyone’s business and everyone’s concern.

By fostering a culture of collaboration, vigilance, and care, Australian workplaces can continue to set a global example for prioritising the health and safety of their workers.

References

Safe Work Australia - Model WHS laws Link

Australian Government - Work Health and Safety Act 2011 Link

WorkSafe Victoria - Mental health Link