In today’s fast-evolving business landscape, staying informed isn’t just beneficial; it is essential. At ABILITY GROUP, we believe that understanding industry trends is the foundation for building resilient, forward-thinking organisations. Our latest insights reveal the key challenges and opportunities reshaping workplaces in 2025 and beyond.
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R U OK? Day is a National Day of Action dedicated to reminding Australians to check in with those around them and spark meaningful conversations about mental health and wellbeing. This year, it is held on Thursday 11th of September, and it serves as a powerful reminder that a simple question can make a life-changing difference.
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In a landmark move to strengthen workplace protections, the Minns Labor Government has passed sweeping reforms that will impact over four million workers across New South Wales. These changes, enacted through the Industrial Relations and Other Legislation Amendment (Workplace Protections) Act 2025, mark a significant shift toward safer, fairer, and more inclusive workplaces.
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As the End of Financial Year (EOFY) approaches, businesses across Australia prepare to celebrate achievements, reward teams, and reflect on the year’s progress. EOFY workplace celebrations are a fantastic way to boost morale and strengthen company culture, but safety must remain a top priority.
At ABILITY GROUP, we’re committed to helping organisations create safe, inclusive, and compliant work environments. That includes making sure EOFY events are enjoyable without compromising wellbeing or legal obligations.
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Psychosocial hazards can lead to both psychological and physical damage. Generally, psychological injuries arising from work-related factors involve lengthier recovery periods, higher costs and increased time off from work. Under the model WHS laws, a person conducting a business or undertaking (PCBU) must manage the risk of psychosocial hazards in the workplace.
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Mental health claims are rising across Australia, placing greater pressure on employers, insurers, and workplaces. As awareness grows and psychosocial risks become more widely recognised, organisations are seeing more workers report stress, burnout, bullying, and other psychological injuries. Understanding why mental health claims are increasing and what employers can do about them is essential for maintaining a safe, compliant, and productive workplace.
Several factors are contributing to the rise in mental health?related workers compensation claims:
Greater Awareness and Reduced Stigma
Employees are more willing to speak up about mental health concerns. This shift is positive, but it also means organisations must be prepared to respond appropriately.
Increased Psychosocial Risks
Workload pressures, organisational change, poor communication, remote work challenges, and interpersonal conflict can all contribute to psychological harm if not managed effectively.
Stricter WHS requirements now mandate that employers identify, assess, and control psychosocial hazards. Regulators are placing greater emphasis on mental health, leading to more scrutiny and higher expectations.
Changing Work Environments
Hybrid work, economic uncertainty, and rapid technological change have increased stress levels for many workers. These pressures can escalate into psychological injury if not addressed early.
Rising mental health claims can have significant consequences for organisations, including:
Proactive management is essential to reduce these impacts and support a healthier workforce.
1. Identify and Manage Psychosocial Hazards
Common hazards include excessive workload, poor role clarity, conflict, bullying, and lack of support. Conducting regular risk assessments helps organisations understand and control these risks.
2. Strengthen Leadership Capability
Leaders play a critical role in shaping workplace culture. Training managers to recognise early warning signs, communicate effectively, and support their teams can significantly reduce psychological harm.
3. Promote Early Intervention
Addressing issues early—before they escalate—reduces the likelihood of claims. Encouraging open conversations and providing access to support services can make a meaningful difference.
4. Implement Clear Policies and Processes
Well?defined procedures for performance management, conflict resolution, and reporting concerns help ensure issues are handled fairly and consistently.
5. Foster a Supportive Culture
Regular check?ins, flexible work options, and genuine care for employee wellbeing contribute to a safer, more resilient workplace.
ABILITY GROUP partners with businesses to reduce psychosocial risks and strengthen workplace health and safety. Our team provides:
We help organisations build safer, healthier, and more productive workplaces by addressing the root causes of mental health risks.
The rise in mental health claims highlights the need for proactive, structured, and compassionate approaches to workplace wellbeing. By understanding the drivers of psychological injury and implementing effective controls, employers can protect their people and reduce business risk.
If your organisation needs support managing mental health claims or improving WHS practices, ABILITY GROUP is here to help.
Source: Ceda (Committee for Economic Development of Australia)
Title: Workplace face escalating mental health claims without action
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