Baseline WHS support including policies, risk assessments, incident management, and compliance monitoring.
maximum personal fine for WHS breach under Australian law
officers have affirmative WHS obligation (not passive)
timeframe to report notifiable incidents to regulator
Every Australian employer has a legal duty of care for workplace health and safety. The penalties for non-compliance are severe — including personal criminal liability for officers and directors under WHS harmonisation laws.
For most SMEs, WHS compliance feels like an overwhelming mountain of paperwork. But the alternative — ignoring it — is legally indefensible and personally risky.
Policies and risk assessments
Incident reporting and investigation
Worker induction and training
Return-to-work coordination
Comprehensive WHS support tailored to your workplace and industry.
Practical WHS policies tailored to your business and industry. Not 200 pages nobody reads — clear, actionable policies your team can follow.
Learn more →Workplace risk assessments for your specific environment. Hazard identification, risk rating, and control measures documented and reviewed.
Learn more →Processes for reporting, investigating, and documenting workplace incidents. Templates for notifiable incidents requiring regulatory reporting.
Learn more →Tracking of all WHS obligations: inspection schedules, training renewals, policy reviews, and industry-specific requirements.
Learn more →Standardised WHS induction for new employees covering workplace hazards, emergency procedures, reporting, and safety protocols.
Learn more →Support for managing injured workers' return to work, including suitable duties assessment, graduated plans, and insurer coordination.
Learn more →We audit your current WHS documentation and practices. Comprehensive assessment of your current state and compliance gaps.
Gaps are prioritised by risk — highest-consequence hazards addressed first. Risk-based approach ensures critical issues are addressed.
Policies and risk assessments are developed for your specific workplace and industry. Not generic — tailored to your environment.
Continuous compliance monitoring ensures nothing expires, lapses, or falls through the cracks. You stay compliant automatically.
WHS obligations apply regardless of business size. Particularly critical for businesses with physical workplaces, mobile workers, or those that have never formalised WHS.
Physical Workplaces
High-Risk Industries
Officer Liability
WHS integrates with your insurance administration (Operations Hub) to ensure workers compensation coverage is appropriate, with your financial reporting (Finance Hub) to track WHS-related costs, and with your broader people management (People Hub) for return-to-work coordination.
Free interactive tools to help you understand where you stand right now.
15-point WHS compliance assessment with penalty exposure analysis. Find out where your safety obligations have gaps.
Try it nowCheck if your Workers Compensation classification and premium rate are correct. Many businesses are overpaying.
Try it nowFAQ
WHS laws in Australia are largely harmonised under the model Work Health and Safety Act, adopted by all states except Victoria (which has its own OHS Act with similar requirements). Your obligations depend on your state and industry. We will identify the specific requirements during onboarding.
Under Australian WHS laws, officers (directors and those who make decisions affecting the business) have a positive duty to exercise due diligence regarding WHS. This can result in personal fines and even criminal prosecution for serious breaches. Having documented, implemented WHS systems is a key part of demonstrating due diligence.
Yes, though the scope is simpler. Office-based WHS covers ergonomics, electrical safety, fire evacuation, psychosocial hazards (stress, bullying, harassment), and general housekeeping. These are real risks with real consequences.
For most SMEs (under 50 employees), the People Hub WHS support covers your baseline requirements. For high-risk industries (construction, mining, manufacturing) or businesses with significant WHS complexity, we may recommend a specialist WHS consultant for specific aspects, and we will coordinate with them.
A notifiable incident is one that causes immediate incapacity for work, or would be likely to cause serious injury or illness. These must be reported to the relevant regulator (SafeWork NSW, WorkSafe Victoria, etc.) within specific timeframes (typically 24 hours). We provide templates and guidance for incident reporting.
Return to work is a WHS obligation, not optional. You must work with the injured worker and medical professionals to identify suitable duties within their capabilities during recovery. We coordinate with the People Hub for leave management and with your workers comp insurer.
Yes. You have a duty of care toward contractors working on your site or for your business. You must provide them with relevant WHS information, ensure they are competent, and monitor their safety practices. We include contractor management in our WHS framework.
At minimum annually, and immediately after any incident, legal change, or business change (new equipment, process, location). We provide a compliance calendar with all WHS review deadlines so you do not miss renewal dates or key training expiry dates.
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