Under the Work Health and Safety (WHS) and Occupational Health and Safety (OHS) laws in Australia (and the Health and Safety at Work Act 2015 in NZ), employers have a duty to ensure the health and safety of workers, which explicitly includes psychological health. Managers, as officers or representatives of the Person Conducting a Business or Undertaking (PCBU), must exercise due diligence. Providing targeted training to managers is a mandatory step to eliminate or minimise psychosocial risks so far as is reasonably practicable.
Legally Endorsed
Psychological Health and Safety Training Course for Managers
This 15-minute online preventing and responding to psychological health and safety for supervisors and managers course will help your supervisors and managers to circumvent instances of psychological health and safety and includes guidelines for responding to concerns of psychological health and safety incidents in the workplace.
Online Psychological Health And Safety Training Course for Supervisors and Managers
Australia & New Zealand
Psychological health and safety is about everyone having the confidence to share ideas, feedback, questions, concerns, and mistakes, for the betterment of themselves, the team, and the organisation.
Did you know these facts?
- The two most important elements of building and attaining psychological health and safety in an organisation are trust and respect.
- Some key behaviours that damage psychological health and safety at work include but are not limited to bullying, intimidation, ruling by fear, inappropriate body language and responses, having double standards, taking credit for success or micro-managing employees.
Course Overview
This online course on preventing and responding to psychological health and safety for supervisors and managers will help you to circumvent instances of psychological health and safety incidents and includes guidelines for responding to concerns of psychological safety or suspected psychological health and safety in the workplace.
This online preventing and responding to psychological health and safety for supervisors and managers course is legally compliant, kept up to date with legislation for all states and territories in Australia and New Zealand. It has been written together with Mills Oakley Law Firm for Australia and Simpson Grierson Law Firm for New Zealand.
Target audience
This preventing and responding to psychological health and safety for supervisors and managers training is suitable for supervisors and managers who are responsible for the management of employees, contractors and volunteers.
Topics covered
The following topics are covered in this preventing and responding to psychological health and safety for supervisors and managers online learning:
- Define what psychological health and safety is.
- Understand your duty to prevent psychological health and safety incidents.
- Identify and respond to concerns of psychological health and safety incidents.
- Handle reports of psychological health and safety incidents.
- Understand how an employer can investigate a complaint of a psychological health and safety incident.
- Contribute to a workplace that is safe, inclusive and respectful.
Duration
This preventing and responding to psychological health and safety for supervisors and managers eLearning course will take approximately 15 minutes to complete.
Learner experience
This online course for preventing and responding to psychological health and safety for supervisors and managers is simple to navigate, easy to understand and will accommodate all learning styles. It can be delivered through the Sentrient online workplace compliance system or human resource management platform, or via your existing learning management system if you already have one. During this training, learners will undertake case studies and learning activities to reinforce practical ways to ensure they understand the duty that supervisors and managers have to act on behalf of their employer to prevent and respond to psychological health and safety or suspected psychological health and safety incidents in the workplace, the steps to mitigate against psychological health and safety incidents. At the end of this course, there is a short online assessment. There is also a declaration that every supervisor and manager understand their duty to prevent and respond to psychological health and safety incidents in the workplace, and to promote a safe physical and psychological workplace environment.
Learning outcomes
Once your supervisors and managers have completed this course on preventing and responding to psychological health and safety, they will be able to:
- Have awareness of what psychological health and safety is and understand their duty to prevent psychological health and safety incidents
- Be able to identify and respond to incidents of psychological health and safety
- Be confident in how to handle reports of psychological health and safety
- Understand the complaint process when it comes to psychological health and safety incidents
- Understand your responsibility to contribute to a safe physical and psychological work environment
Business outcomes
Once your supervisors and managers have completed the online preventing and responding to psychological health and safety course, the following business outcomes will be achieved for your organisation:
- Reduce incidents of psychological health and safety in the workplace.
- Mitigate the risk of psychological health and safety incidents.
- Protect your reputation from the damage caused by incidents of psychological health and safety.
- Promote a psychologically safe work environment.
- Provide a healthy and safe workplace.
Other related online compliance courses
The preventing and responding to psychological health and safety for supervisors and managers training is one of a suite of online compliance courses that deal with the duty that supervisors and managers have to represent their employer and contribute to a safe, inclusive and respectful workplace culture.
- Preventing and responding to workplace bullying for supervisors and managers
- Creating a safe and healthy workplace for supervisors and managers
- Enabling diversity and workplace flexibility for supervisors and managers
- Preventing and responding to psychological safety for supervisors and managers
- Preventing and responding to domestic and family violence for supervisors and managers
Trusted by 1,000+ Australian Businesses
Join the growing community of Australian businesses that trust us to navigate the complexities of compliance and risk management. Experience the peace of mind that comes with partnering with Australia’s most reliable compliance, GRC, and HR solutions provider.
To get a FREE demonstration of the psychological health and safety training course,
please get in touch with us today!
please get in touch with us today!
Keep Your Workplace
Safe and Compliant.
Safe and Compliant.
We have taken the pain out of compliance for over 1,000 businesses across Australia and New Zealand. Get started with a free demo of our psychological health and safety training course for managers today!
Partnering With Sentrient Pays Off
1,000+
Businesses from all
industry sectors
150,000+
Staff supported across
Australia
2,000,000+
Hours saved every year
across Australia
Frequently Asked Questions
What is the difference between 'psychological safety' and 'psychosocial hazards'?
Psychosocial hazards are workplace factors that can cause psychological (and physical) harm, such as high job demands, low control, bullying, or poor support. Psychological Safety (the focus of the training) is the positive outcome of a shared belief that the team is safe for interpersonal risk-taking, like speaking up, admitting mistakes, and sharing ideas without fear of punishment. Managers are trained to identify and manage hazards to achieve safety.
What are the common psychosocial hazards this course teaches managers to identify?
The course provides managers with a framework to identify work-related hazards, including excessive job demands (high workload or time pressure), low job control, poor organisational change management, lack of role clarity, inadequate support from peers or leadership, and harmful behaviours (such as bullying, harassment, and aggression).
How do the recent WHS Regulation changes in Australia impact a manager's role?
The recent WHS Regulation amendments (including new specific Psychosocial Risk Regulations in various states/territories) explicitly require PCBUs to have control measures in place. This shifts the manager's role from responding to incidents to proactively managing and eliminating risks through better work design, consultation, and clear systems, treating psychosocial dangers with the same rigour as physical risks.
How does the manager's duty of care under WHS/OHS laws differ from general employee responsibilities?
While all employees must take reasonable care for their own safety and the safety of others, managers have a higher legal responsibility to act as the PCBU's agent. This means managers are responsible for systematically identifying, assessing, controlling, and reviewing psychosocial risks within their direct team and reporting up the hierarchy.
Why is this course specifically designed for managers and supervisors?
Managers directly influence the significant psychosocial hazards through work design, scheduling, and support. This training equips them with practical skills, such as consultation techniques, risk assessment, and debriefing, that are necessary to implement H&S policies and serve as the first line of control measure implementation, which is not required of general staff.
How does the course help managers create a genuine culture of psychological safety (where people feel safe to speak up)?
The training focuses on leadership behaviours specifically, demonstrating approachability, actively asking for input/feedback, framing failures as learning opportunities rather than punitive events, and responding to concerns with appreciation (not defensiveness). These behaviours are key to building the trust required for psychological safety.
How frequently should managers repeat this psychological safety training for leaders?
Given the legal emphasis and the evolving nature of WHS/OHS compliance in both Australia and New Zealand, annual refresher training is strongly recommended. This ensures managers remain current with updated Codes of Practice, new control measure requirements, and reinforced risk management principles.
What evidence of completion is provided to demonstrate the organisation has met its training obligations?
Upon successful completion of the course and its final assessment, each manager receives a Certificate of Completion. This document is vital for the PCBU's WHS records, serving as auditable evidence that the organisation has provided the necessary information, training, and instruction to its leaders.
