By informing employers that they are obligated to address issues of stress and bullying at the same rate that they address issues of physical safety, WorkSafe Victoria has established a more significant concern on the issue of mental health in the workplace at the same time as it has built a more important concern on the issue of physical safety. In order for employers to fulfill their commitments, they are needed to carry out risk assessments, set guidelines, and give employees with the resources that they require to assist them in meeting their obligations. Providing your staff members with an employee assistance program, also known as an EAP (which is an abbreviation for employee assistance program), is one of the most effective ways to demonstrate that you are concerned about their well-being and safety. Organisations are able to demonstrate that they are making efforts to address psychological concerns before they become more serious by including EAP into their safety management systems. This allows the organisations to protect their employees from potential harm.

Employers must show that they are following the rules set by WorkSafe Victoria by showing documentation of programs that enhance health and safety and risk management. If there is an EAP, the answer to the question is not only measured but also written down. For example, metrics on use, themes, and trends could be used to show regulators that the company is keeping a careful eye on psychosocial risks and delivering timely support. This would be done to show that the business is providing quick help. This would show that the company is delivering quick help. Even though this is an important safety net for compliance that shows due diligence, the employer is still responsible for their tasks.

Stress and bullying at work are two of the most common reasons why people file WorkSafe claims. Bullying and stress at work are two of the main reasons why violence happens at work. If this issue is not remedied, employees may be absent from work for extended periods, file compensation claims, and initiate investigations. Employee assistance programs (EAPs) can lower the dangers that come with the situations outlined above by giving employees early access to counseling, help with resolving conflicts, and coaching on how to deal with stress. If employees know they can get confidential aid and that it is available to them, they are more likely to ask for it. This makes it less likely that problems will turn into official complaints or legal action against the person.

WorkSafe Victoria is quite clear about how important it is to act quickly in serious instances, as when there are accidents at work, when customers are rude, or when problems arise in the community. EAPs, which stand for "employee assistance programs," are services that help employees deal with trauma in a private and timely way. This service lets employees get professional help with dealing with traumatic situations. Taking action right once lowers the risk of long-term mental damage, helps workers heal from their injuries, and shows that the employer is serious about following WorkSafe's rules.

When it comes to compliance, it is not enough to simply go through the motions of checking off various boxes; it is also necessary to ensure that persons are provided with an environment in which they may feel at ease. When employers provide employee assistance programs (EAP), it demonstrates that they are concerned about the mental health of their employees, which helps to build trust between the employer and employee. Because of this, the team is able to work together more efficiently over time, which in turn reduces feelings of guilt and increases the percentage of employee retention. An employee's view that they are able to voice their concerns and receive assistance in the event that challenges develop is a significant factor in determining whether or not they will meet or exceed compliance standards.