Work Health & Safety (WHS) terminology can be confusing & a particular phrase we get asked about is, what’s a PCBU? A PCBU (Person Conducting a Business or Undertaking) is any entity that performs work under WHS laws. It is important to note that a PCBU can also be an individual who conducts a business or undertaking.
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A recent WorkSafe Victoria prosecution has highlighted the severe consequences businesses face when they fail to meet their Work Health & Safety (WHS) obligations. A crane company was fined $400,000 after a major safety breach resulted in a worker’s death and multiple injuries. This case serves as a powerful reminder of the legal and moral responsibilities held by every person conducting a business or undertaking (PCBU).
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Australia’s workplace landscape has shifted significantly with the introduction of new workplace sexual harassment laws. These reforms impose stronger obligations on employers and underscore the need for proactive, preventive action. For organisations committed to creating safe, respectful, and compliant workplaces, understanding these changes is essential.
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Workplace Health and Safety (WHS) plans are essential for protecting workers, reducing risks, and ensuring organisations meet their legal obligations. No matter the industry, a well?structured WHS plan provides the framework needed to prevent incidents, support safe work practices, and create a culture where safety is prioritised every day.
For employers focused on compliance, risk management, and operational excellence, understanding the importance of WHS plans is critical.
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Worker fatigue can impact all businesses. Certain sectors or those utilising shift work are at higher risk. Fatigue is more than feeling tired & drowsy. It is a state of mental and/or physical exhaustion that reduces a person’s ability to perform work safely & effectively. ?
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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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