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Creating and maintaining a safe workplace is more than a legal obligation, it is a fundamental responsibility that influences the wellbeing of your people, the continuity of your operations, and the reputation of your organisation. In 2025, with new industrial manslaughter laws being introduced across various jurisdictions, there is increasing personal accountability for directors and senior leaders.

Work health and safety is not a static compliance exercise. It demands an active, informed, and engaged approach at every level of leadership. Below, we explore key considerations to support a robust and safety-led workplace.

“Workplace safety begins at the top. When leaders prioritise safety, they set the tone for the entire organisation, demonstrating that care, responsibility, and accountability are non-negotiable.”

1. Understand Your Obligations

Every employer must be aware of the Work Health and Safety (WHS) laws that apply in their specific state or territory. It is also essential to remain up to date with any industry-specific codes of practice and regulatory requirements. Seeking guidance from experienced WHS advisors can help ensure your organisation remains compliant and prepared for emerging changes.

2. Establish a Strong Foundation

A comprehensive safety audit is a valuable first step in identifying existing hazards. Your workplace policies and procedures should be tailored to your operations and reviewed regularly to ensure they reflect current legislative standards. Systems must be updated in a structured and proactive manner, with periodic reviews embedded into your risk management framework.

3. Build a Safety-Led Culture

Workplace safety should be a shared responsibility. Leaders must provide practical and ongoing safety training, not only during induction but throughout the year. Encouraging open communication, reporting of hazards, and recognition of proactive safety behaviours contributes to a culture where safety is genuinely prioritised.

4. Be Prepared for Incidents

Organisations must have a clear incident response plan outlining how to report, investigate, and address safety incidents. Emergency drills should be conducted regularly, and workplaces must ensure that first aid resources and trained personnel are readily available.

5. Maintain Robust Documentation

Accurate and detailed records are not only essential from a legal perspective, they also support continual learning and improvement. This includes maintaining up-to-date records of safety training, audits, policy reviews, and incident investigations.

6. Seek Advice Early

Waiting for a safety incident to occur before seeking support can place your people and your business at risk. Engaging experienced WHS professionals early can help to mitigate issues before they escalate, and provide critical guidance if regulatory action arises.

7. Stay Informed About Legislative Changes

Workplace safety legislation is evolving rapidly. Leaders must remain informed through reliable industry channels and act quickly to update policies and procedures in response to regulatory developments. Communication with your workforce is key, changes must be understood and implemented at all levels.

Why It Matters

Workplace safety failures can result in legal consequences, financial loss, reputational harm, and most significantly, harm to the people who rely on their workplace being safe. In today’s environment, leaders must demonstrate a genuine and consistent commitment to safety. By staying informed, engaged, and accountable, organisations can create safer workplaces and support a stronger, more resilient workforce.

The new Work Health and Safety (Sexual and Gender-based Harassment) Code of Practice 2025 came into effect on 8 March 2025 and now applies to all workplaces covered by the Work Health and Safety Act 2011 (Cth). Although the Code is not legally binding, it may be relied upon by courts to determine what is considered reasonably practicable when it comes to preventing harassment in the workplace.

The Code provides clarity for employers by outlining examples of sexual and gender-based harassment and offering practical guidance on how investigations should be conducted. Importantly, it introduces a four-step risk management process designed to help employers identify, assess, and manage the risks associated with these behaviours.

Another significant feature of the Code is the connection it draws between harassment and other psychosocial hazards. This highlights the importance of applying the new guidance in conjunction with the Managing Psychosocial Hazards at Work Code of Practice 2024, ensuring a comprehensive approach to psychological health and safety.

“Staying compliant is not just a legal obligation, it is a commitment to safety and respect. Keeping pace with regulatory changes helps protect both your people and your organisation.”

Employers should consider taking the following steps to ensure compliance and to build safer, more respectful workplaces:

• Update workplace policies to reflect the requirements and guidance in the new Code

• Educate all staff on respectful conduct, workplace rights, and the standards expected under the Code

• Take a proactive approach to risk assessments, rather than waiting for complaints to emerge

• Ensure that all investigations are conducted in a manner that is both fair and trauma-informed

Adopting these measures can help organisations not only meet their obligations but also create environments where all workers feel valued, respected, and safe.