Sound familiar?
Psychosocial risk & workplace conflict
Conflict and poor workplace relationships can be more than a people problem. NSW and Queensland employers have work health and safety duties to manage psychosocial risks, so far as reasonably practicable.
- Repeated conflict contributing to distress or absence.
- Poor relationships and unclear processes for raising concerns.
- Managers unsure how to connect a people issue with WHS obligations.
A practical next step
How I help
- 01
Understand the concerns
We discuss the work, relationships, existing systems and reported hazards.
- 02
Review the response
Policies, consultation arrangements and conflict processes are considered alongside the applicable WHS guidance.
- 03
Plan practical controls
I help identify organisational changes and suitable conflict responses. Training or mediation alone may not be sufficient.
- 04
Review and coordinate
You remain responsible for implementing and reviewing controls, with WHS or other specialist advice engaged where appropriate.
Who it’s for
Available to councils, schools, health services, aged and disability care providers, and small and family businesses.
Serving Northern Rivers NSW, Tweed, Gold Coast, Brisbane and SE Qld, with Australia-wide online appointments. In-person availability is agreed for your location.
Areas we serve →Why Open Hands
Lorraine Dawson is an AMDRAS-accredited mediator and qualified lawyer (LLB), with a master’s in HR and organisational development. She brings an impartial, practical understanding of the people and legal issues involved.
Meet in person or online. Information is handled confidentially, subject to agreed terms, legal obligations and relevant safety exceptions.
Questions people ask
General information only, not legal advice. Your circumstances and the current rules matter.
What are psychosocial hazards?
They are aspects of work that may cause psychological harm. Conflict and poor workplace relationships can be hazards, alongside issues such as excessive demands or poor support.
Do NSW and Queensland employers have duties?
Yes. Businesses and other duty holders must manage psychosocial risks so far as reasonably practicable under applicable WHS law. Requirements and codes differ by jurisdiction and can change.
Is mediation enough to meet the duty?
Not necessarily. Employers must consider the sources of risk and appropriate controls. Mediation, coaching or training may form part of a response but do not guarantee compliance.
Should employees be consulted?
WHS consultation duties apply to affected workers and relevant health and safety representatives. A useful response considers their experience of the work and proposed controls.
Is this legal or clinical advice?
This page provides general information, not legal or clinical advice. Advice for a particular workplace requires its facts, current rules and, where needed, specialist input.
Current guidance: SafeWork NSW and WorkSafe Queensland.
Start with a conversation.
Thirty minutes, no cost, no obligation.