Occupational psychosocial risks are defined by WorkSafe Victoria as elements in the workplace that have the potential to cause psychological harm. Among these are a heavy workload, a lack of workplace management, involvement in traumatic experiences, bullying, and inadequate support. The same way that employers are required by law to detect and control physical hazards, they are also expected to identify and control these risks. EAPs are a useful addition to this framework since they provide employees with a secure location to discuss these issues. For instance, employees can use the Employee Assistance Program (EAP) to process their feelings and create coping mechanisms in the event that they experience stress due to their workload or interpersonal conflict. This can help them avoid burnout or resignation. For employers, this confirms that they are in accord with the compliance expectations set forth by WorkSafe.

Occupational psychosocial risks are defined by WorkSafe Victoria as elements in the workplace that have the potential to cause psychological harm. Among these are a heavy workload, a lack of workplace management, involvement in traumatic experiences, bullying, and inadequate support. The same way that employers are required by law to detect and control physical hazards, they are also expected to identify and control these risks. EAPs are a useful addition to this framework since they provide employees with a secure location to discuss these issues. For instance, employees can use the Employee Assistance Program (EAP) to process their feelings and create coping mechanisms in the event that they experience stress due to their workload or interpersonal conflict. This can help them avoid burnout or resignation. For employers, this confirms that they are in accord with the compliance expectations set forth by WorkSafe.

According to WorkSafe Victoria, an EAP tackles directly a number of the psychological dangers that have been identified. The management of high job demands is accomplished through therapy that assists employees in coping with stress and building resilience. On the other hand, poor job control is supported through the utilisation of instruments that facilitate constructive communication of concerns. Individuals who have been exposed to trauma are provided with immediate crisis help in order to aid in their recovery. Staff members who are experiencing bullying or conflict have access to confidential therapy and debriefing when they need it. As a result of the fact that businesses are able to reduce the possibility of risks developing into claims, absenteeism, or WorkSafe complaints through the provision of this structured support, the Employee Assistance Program (EAP) serves as both an effective compliance tool and a proactive wellbeing program.

In addition to ensuring compliance, EAPs provide measurable advantages to businesses. The reduction of absenteeism, the reduction of turnover, and the increase in employee involvement all result in cost savings. Demonstrating a proactive attitude to psychological safety can help reduce insurance premiums and workers' compensation claims in industries where WorkSafe Victoria is particularly active, such as the construction industry, the healthcare industry, and the manufacturing industry. Employers who implement employee assistance programs (EAPs) are not only able to avoid penalties, but they are also able to construct workplaces that are safer, more sustainable, and more effective at attracting and retaining talent.

As WorkSafe Victoria continues to increase its emphasis on psychosocial risks, the expectation that employers to provide support for mental health will only continue to increase. Although employee assistance programs (EAPs) are not yet required by law, they are rapidly becoming a common compliance tool in the eyes of regulators, employees, and organisations representing the sector. Those companies who make investments now will be better prepared for the cultural expectations and legal changes that may occur in the future.